WORKERS MOTIVATION AND ORGANISATIONAL PERFORMANCE IN NATIONAL CENTER OF ECONOMIC MANAGEMENT AND ADMINISTRATION
ABSTRACT
The essence of this study is
to find out why public sector
does not fully benefits from
the accumulated knowledge
of work motivation
and what can be done in
this context to improve organizational efficiency and employee’s performance. The inability of government workers to
improve efficiency through pay rise and other motivational policies necessitated the research questions to determine
through primary and secondary data collection and analysis obtained from questionnaire, interviews and literary
works. Data were analyzed using percentage distribution and mean Chi square was used to test whether motivation
has a significant influence on performance, productivity and efficiency of an organization.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The persistent failure in managing governmental or semi-governmental institutions effectively in many third world
countries has improved sharply the performance of a host of organization with socially strategic missions in
infrastructural and human capital sectors.
The process of globalization has cast on the enterprises of these countries the strategic necessity of catching up with
global levels of efficiency, productivity, innovation, product quality, professional management capability and
entrepreneurship.
Many third world societies are handicapped by a poor work ethics and alienating work environment in their
organization work, motivation is therefore a crucial element in the effective management of organization in such
countries over the past eight decades, there has been significant development in both the theory and techniques of
work motivation and the utilization of the development have yielded in rich dividends for western developed countries
by creating effective organization and by1.inproving employee performance.
In fact, it can be said that the public sector management has not seriously looked into the work attitude of public
servant for example, the use of attitude survey.
However, because attitude change over time based on experience the surveys ought to be continuously carried out to
help the management to know the area of deficiency on their part that could bring about low productivity, I have
observed that it is the limited importance attached to work motivation issue and techniques by the government and
those in the relevant ministries that has over the years made public servant very uncommitted to their work.
Generally, that sense belonging and commitment necessary for maximal productivity which in the long run faster
economic growth for the countries as a whole is missing.
The external economic technological, technical and legal environments of organization in countries like Nigerian are
also often characterized by low predictability. Some researchers in developing countries have stated that the
indigenous work motivation theories need to address how to overcome such behaviours that are dysfunctional for
organization.
The following are the motivational factors considered to take up this study:
(a) Cultural factors which includes; age, attitude of management to employees, cultural background and lack of
commitment to work.
The Social factors as inability to provide adequate housing, inability to provide adequate medical care, inability to
provide recreational facilities, limited social interaction between various grades of employees and inadequate leisure time.
WORKERS MOTIVATION AND ORGANISATIONAL PERFORMANCE IN NATIONAL CENTER OF ECONOMIC MANAGEMENT AND ADMINISTRATION