Analysis Of Factors Responsible For Low Productivity In The Civil Service (A Case Study Of Enugu State Civil Service Commission)

Analysis Of Factors Responsible For Low Productivity In The Civil Service (A Case Study Of Enugu State Civil Service Commission)

Abstract

This study was carried out on the factors responsible for low productivity in the civil service using Enugu State civil service commission as case study. To achieve this 3 research questions and hypothesis were formulated. The survey design was adopted and the Taro Yamane formula was employed in this study. The population size comprise of the 100 Staff of staff of Enugu State civil service commission. Through the use of Taro Yamane formula, the researcher determined a sample size of 80 respondents and all were validated. Self-constructed and validated questionnaire was used for data collection. The collected and validated questionnaires were analyzed using frequency tables and percentage. While the hypothesis were tested using Chi-square statistical tool SPSS v23. The result of the findings reveals that there are variety of factors which causes civil servants to perform below standard and among them include; Poor Education Background Of Workers, lack of motivation, incompetency and lack of adequate skills, it was also disclosed that the main causes of productivity decline in the civil service commission include lack of training, lack of motivation, absence of participative management, poor leadership style, wrong delegation of job, poor salary scale, lack of adequate training, delay in payment of salaries, and lack of adequate modern equipment. The result also find out that the recruitment of qualified personnel ensures high performance in civil service and incentive and motivation promotes productivity in civil service. Lastly, the use of official working hours promotes productivity in the civil service. Based on the findings, the researcher recommended that there is urgent need to base appointments, recruitment and promotions in the State Civil Service on merit. The selection procedure should satisfy the essential requirements of validity and reliability. Secondly, there is need to review the motivational incentives given to Civil Servants in the State, so as to be in line with the prevailing economic realities. Thirdly, there is need to train and retrain the State Civil Servants adequately. This is to enable then1 to be abreast with modern administrative and management techniques. This is necessary because the society is fast changing, creating new and complex problems in government, with attendant changes in the roles of Civil Servants. Fourthly, the State Government should endeavor to pay salaries and allowances of workers as and when due. And lastly, other measures as outline in table 4.4 should be adequately implemented.

Chapter One

1.0 Introduction

1.1 Background of the Study

The historical background of the civil service date back to the end of colonial masters and post independence period. After the second World War there were about 14 British administration in the recitation to Nigerians supported staff and one European Stenothern. The headquarter of the mot technical departments was in Ebutometa that of reterinary service was in vow. While that of agriculture and forestry was co-ordination from two centres Kaduna for the North and Lagos later Enugu for the South. In 1939 Southern Nigeria was split into two regions. The Richard constitution in 1946 further divided the country into the regions namely the Northern and Eastern regions. The Mcpherson Constition of 1951 introduced the departments of ministers for the regions and at the centre. It also suggest the independence of the civil service between political in the office and authorities of the central government.

During Lord Luggard era the duties of administration officers was just maintaining of law and order in the district placed under their immediate administration control. It was only at the end of the World War II, that efforts were made to achieved some social and economic benefit for Nigerians. It was at that time that such office like the department of marketing and export were established. In the Western Nigeria civil servants were told that policy making was the exclusive function of the legislature. So the civil servants were to do whatever the legislature wanted them to do. In the Eastern state civil servants were to give sound advice to the political leaders, control the traditional aspects of the government activities and were also to be official executive who would manage and treat all the complex operations of the modern state.

It was also English language that was used as a medium of communication in the conduct of the government. The country sought civil war six (60 years after independence and this was quickly followed by another six (6) years of oil boom which brought about extreme materialism. This games used to great indiscipline, corruption and a total contemplation of order within the whole society including the civil service. Having discussed the historical background of the civil service and its roles before and after independence. It is necessary at this stage to define “productivity which is the main objective of this research.

Productivity has been defined as the volume of goods and services produced per worker within some specified unit of the year, month, week, day and hour. For some years now there has been consistent public outcry about continued decline of productivity in the civil service.

It is for this reason that this work is been carried out in the view of find the causes and thereby bring about commendation that will promote productivity in the civil service in general to achieve a successful result in the programme. The researcher has decided to carryout a case study of Enugu State Civil Service Commission.

1.2 Statement of the Problem

There has been consistent low productivity in the civil service since Nigeria became independence. This study is set out to assess the knowledge of job motivation and use of official work hours in the civil service in order to promote productivity.

1.3 Purpose of the Study

The purpose of this study is large extent is to explain the titles promoting productivity in the civil service. To be more specific the purpose are as follows:

1. To identify the things that makes civil servants to perform below standard.
2. To find out the main causes of productivity decline in the civil service commission.
3. To determine the measures to be taken in order to arrest the situation.

1.4 Research Questions

The research questions are as follows;

1. What are the things that cause civil servants to perform below standard.
2. What are the main causes of productivity decline in the civil service commission.
3. What are the measures that will be taken in order to secure the situation?

1.5 Research Hypothesis

In seeking of promoting productivity in Enugu State Civil Service Commission. It is essential for one to have a true understanding of low productivity in civil service. It is when this knowledge is there that suggestions an be made to solve the problems of the following research hypothesis as being considered.

1. H0: Recruitment of qualified personnel does not ensure high performance in civil service.
   H1: Recruitment of qualified personnel ensure high performance in civil service.
2. H0: Incentive and motivation does not promote productivity in civil service.
   H2: Incentive and motivation promote productivity in civil service.
3. H0: The use of official working hours does not promote productivity in the civil service.
   H3: The use of official working hours promote productivity in the civil service.

1.6 Significance of the Study

The most significance of this study is to promote productivity in Enugu State Civil service Commission. If this productivity is promoted the following people will benefit from it.

1. The civil servants of the commission will benefit in the sense that the workers will enjoy good salary and allowance.
2. The government will also benefit from the promotion, in this case government will no more be faced with the problem of complains that comes from the civil servants of the commission.

1.7 The Scope of the Study

For one to carryout with a research of this nature one would always require adequate provision of finance and accurate information. The inadequate of these factors affect this research in the following:

Finance: This has been the major problem in any type of project. This is true in the sense that one has to make some trips from one place to another in search of information. Unfortunately the cost of transportation made it difficult for the researcher to level all the place be would have wanted.

1.8 Definition of Terms

In the course of this work, some key words and phrase, which are very vital has been explained below for better understanding.

Productivity:

This is the ratio between out put an all resources used in production.

Low Productivity:

Inadequate productivity or mainly low level of production.

Wherewithal:

Things required or needed for a purpose.

Laxity:

Careless or not strict in discipline or moral.

Technology:

Mastery and utilization of manufacturing methods and industrial arts.

Public Sector:

There are of the economy concerned with the government.

Geometrical Rate:

Series of numbers with a constant ratio between a successful quantities of the number which increase by a common multiplier or decrease by a common division.

Economy:

System for the management and use of resources.

Production:

Etiquette applying to real or status, correct production.

Remuneration:

Pay or reward for the service rendered.

Motivation:

Cause or reason for the action of a person. Reflection of a persons desire to fulfill certain needs.

Biennially;

Happening every second year or happening once in every two years.

Chapter Five

Summary, Conclusions and Recommendations:

5.1 Introduction

This chapter summarizes the findings into the factors responsible for low productivity in the civil service using Enugu State civil service commission as case study. The chapter consists of summary of the study, conclusions, and recommendations.

5.2 Summary of the Study

In this study, our focus was to analyze the factors responsible for low productivity in the civil service using Enugu State civil service commission as case study. The study specifically was aimed to identify the things that makes civil servants to perform below standard; find out the main causes of productivity decline in the civil service commission, and determine the measures to be taken in order to arrest the situation.

The study adopted the survey research design and randomly enrolled participants in the study. A total of 80 responses were validated from the enrolled participants where all respondent are active staff of Enugu State civil service commission.

5.3 Conclusions

Based on the findings of this study, the researcher made the following conclusion.

1. There are variety of factors which causes civil servants to perform below standard and among them include; Poor Education Background Of Workers, lack of motivation, incompetency and lack of adequate skills.
2. The main causes of productivity decline in the civil service commission include lack of training, lack of motivation, absence of participative management, poor leadership style, wrong delegation of job, poor salary scale, lack of adequate training, delay in payment of salaries, and lack of adequate modern equipment.
3. The recruitment of qualified personnel ensures high performance in civil service.
4. Incentive and motivation promotes productivity in civil service.
5. The use of official working hours promotes productivity in the civil service.

5.4 Recommendation

1. Based on the findings of this study, the researcher recommended that there is urgent need to base appointments, recruitment and promotions in the State Civil Service on merit. The selection procedure should satisfy the essential requirements of validity and reliability.
2. Secondly, there is need to review the ~motivational incentives given to Civil Servants in the State, so as to be in line with the prevailing economic realities.
3. Thirdly, there is need to train and retrain the State Civil Servants adequately. This is to enable then1 to be abreast with modern administrative and management techniques. This is necessary because the society is fast changing, creating new and complex problems in government, with attendant changes in the roles of Civil Servants.
4. Fourthly, the State Government should endeavor to pay salaries and allowances of workers as and when due. And lastly, other measures as outline in table 4.4 should be adequately implemented.

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