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.Message us
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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
- Low and poor performance of public servants have been attributed to lack of motivation of job security.
- Government economic agencies has fallen short of the expectation.
- Improper job specification
- Poor public servant attitude to work
- 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
To help employees rediscover their true passion in their work which results in doing the best job they possibly can.To raise their level of employees engagement and performance
To achieve more enthusiastic, satisfied and fulfilled by their rank.
To reduce frustration, stress and increased tolerance and acceptance.
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.
THE IMPACT OF MOTIVATION ON STAFF PERFORMANCE IN THE PUBLIC SECTOR