IMPACT OF MOTIVATION ON STAFF OVERALL PERFORMANCE IN THE CIVIL SERVICE
The purpose of this study was to determine the effect of motivational model on the impact of motivation on staff overall performance in ministry of Education, Headquarters Enugu, and their management efficiency.
To guide the study, four research questions were formulated. A review of Literature was done to ensure sound based for reviewing books, journals etc. A structure questionnaire were developed and administered by the researcher 120 respondent percentages were used to analyze the research – questions. Finding was made and recommendations base on the findings were also made.
Also summary discussion, implications of the results, Limitations of the study, suggestions for further research and the conclusion were highlighted in the study.
BACKGROUND TO THE STUDIES OF STAFF
Ideally, the task of administration is to develop the taste for good working condition and for government to develop workers who are able to tailor and utilize the resources in the working society to their own needs by K.P. Cross.
Motivations will always need the timeliness, sensitivity and vision that any effective relationship with human growth and individuality demands. A logical and seductive assumption is that if working itself is well planned and efficient, motivation for what is being done should neatly and nicely come alone as well (Deci 1980). Vargas (1977) noted that when workers feel a strong need for what they are doing and the programme is well planned and stimulating with adequate informational feed-back the easier the motivation to work increase. If this were not so, motivation would not be the epidemic concern it is for managers. Industry, and business are filled with well designed, efficient programmes that are not very motivative part of the problem, is efficiency itself motivation takes people to people skills and time. Like a good conversation, it cannot be rushed. The best way to see a motivational strategy is as an investment. It pays dividends but often not immediately. Also because what motivates people is often beyond the inherent structure of the knowledge or skill they are performing, it means managers have to plan for motivation in its own right it cannot be taken for granted (Johnson Johnson, 1982).
The time continues model of motivation is an organizational aid for motivation planning. It is a systematic structure for introducing or applying motivation strategies through working sequence (sounders, 1981) sand described motivation as an organizational aid and motivation planing is designing and organizing instruction so that the development and enhancement of work motivation is an essential part of it. He also stressed that the time continue model of motivation helps managers to programmatically strategies from the beginning to the end of the work or project sequence so that a network of motivational influences in formulated.