The Effect Of Motivation On Workers Productivity In Public Sector (A Case Study Enugu State Public Service From 1995 To 2008)

Project and Seminar material for Public Administration

Project and Seminar material for Public Administration

Table Of Contents

Preliminary Page(s)

  • Approval Page
  • Dedication
  • Acknowledgement
  • Table Of Contents
  • Abstract

Chapter One


  • 1.1 Background Of The Study
  • 1.2 Statement Of The Problem
  • 1.3 Purpose Of The Study
  • 1.4 Significance Of The Study
  • 1.5 Scope Of The Study
  • 1.6 Limitations Of The Study

Chapter Two

Literature Review

  • 2.1 Conceptualize Definition Of Motivation
  • 2.2 Nature Of Work Environment
  • 2.3 Leadership /Leadership Stieglitz Approach
  • 2.4 The Needs And Expectations Of Workers And The Search For Paid Employment
  • 2.5 Satisfying The Expectations Of The Workers

Chapter Three

Research Methodology

  • 3.1 Theoretical Framework
  • 3.2 Research Design Stud Used
  • 3.3 Population Of The Study
  • 3.4 Sample And Sampling Technique
  • 3.5 Method & Sources Of Data Collection
  • 3.6 Validity Of The Instrument Used
  • 3.7 Reliability Of The Instrument Used
  • 3.8 Administration Of The Questionnaire
  • 3.9 Method Of Data Analysis

Chapter Four

Data Presentation And Analysis

  • 4.1 Introduction
  • 4.2 Presentation And Analysis Of Data Results
  • 4.3 Summary Of The Findings

Chapter Five

Summary, Recommendations And Conclusions

  • 5.1 Summary
  • 5.2 Recommendations
  • 5.3 Conclusion
  • Bibliography
  • Appendices

Chapter One


1.1 Background Of The Study

According to Denga, motivation is the internal force that ignites, pokes, energizes, spurs, also directs regulates and sustains human behaviour. Also according to IBekwe motivation is a function which management performs to stimulate employees effectiveness to the achievement of objective,

For any public servant fully put in his best in the service, there must be a propelling force and force and this propelling force in the civil service terminology MOTIVATION. The importance of the public services and indeed the revlance of the public servant in any economic set-up need not to be overemphasized. This is because the attainment of the national objectives of any state largely depends on the matter of obtaining the willingness of the public servants to put-up good productivity.

Nevertheless highly paramount in every organization to be it public or private sector is good leadership. The said leadership should be able to provide the necessarily needed inspiring force in the form of motivational facilities such that can offer the management the opportunity of obtaining the required compliance and efficient performance of the workers which will in turn bring about the achievement of the expected organizational goals.
The public servants in enugu state as the vehicle to state and national development lack this case-fuelling lubrication and law productivity.

In fact, there has never been any year or regime. That has passed since 1992 without remarkable government/ labour crises in enugu state to the detriment of effective and improved productivity as constant disputes and struggles normally western the system

In Enugu state, the public servants are never sure of what will happen next and the government never cares whatever happens. Strike, the last resort to the workers, has become a regular issue. Petty tradand farming in and around the offices survival. Consequently, the rendition of effective productive productivity by public servants to the public dwindles.

1.2 Statement Of Problem

The public is largely worried over the continuous low level of unman capacity development and utilization among public servants in Enugu state. The civil service, which indisputably is the hallmark and engine room for unequalled development in any civil society is treated with levity and reckless abandons in enugu state. It is dishearting to note that both the military administers and elected public office holders seated at the helms of the affairs of the state had never recognized. The need for adequate motivation of the workers in the areas of prompt payment salaries and allowances, leave benefit and other sundry needs.

The book of Deuteronomy 24: 14-15 in the holy Bible (RSV:1952) clearly stipulates God’s laws on labour and productivity where it categorically state :

You shall not oppress a hired servant who is poor and needy, whether he is one of your brethren or on of the sojourners who are in your land within your town, you shall give him his live on the day (month) he earns it, before the sum set (for he is poor, and sset his heart upon it, lest he crises against you to the lord, and it be sin in you ).
Contrary to this law, the public servants in the state are subjected to ill-motivation and are created by their employers are willing tools that are used dumped at will leading theories and studies on motivation according to chukuemeka etal (1998:38) hence ostensibly rate is predominantly determined by the level of motivation inherent in his work place public servants in enugu state lack adequate motivation.

Unfortunately, the effects of this lackadaisical state of affairs are grave. In referring to oscar lewis’ “culture of poverty; adebayo Adebayo (1989: 9) agreed with the fact that paramount among these effects are that productivity is lowered, human development is halted, career civil servants are impoverished and demoralized while national growth and development are by extension hampered and threatened.

Also with references to data collected from research questipon, number two (2). With particular attention to items seventeen (17) thereof, and attested to mgbo (2002) head of civil service, Enugu state there have been incessant labour/ government confrontations resulting in uncontrollable strike action with their attendant work stoppages, discentcharitment and incalculable los of sense of dedication to duty among various workers.

These controversies and anomalies underscored the centered on how best to motivation public servants in enugu state to ensure maximum productivity, for this purpose therefore, the following research questions hereby formed to elucidate an unbiased and accurate data from the targeted population and they include:

  1. How are the workers in the employment of enugu state public service motivated from 1995 to 2008?
  2. What is the effect of the motivational programme of the state government on the general performance of the workers?
  3. What is the nature of the existing relationship between the employers and the public employees in enugu state?

1.3 Purpose Of The Study

In fact, from the grand sense of honesty, the ways and manners in which things have been going on in be desired, especially as regards to worker’s productivity. The researcher as an effected public servant himself and whom the state inherited from the former anambra state is of the apprehension that something is wrong with the level of performance of the present public servants in the state.consequently, he developed the inquisitively and then the desire to find out what exactly are the causes of the study therefore are hereby classified who there as follow;

  1. To investigate how the workers in the Enugu state public service are motivation from 1995-2008.
  2. Examine the impact of the motivational programme adopted by the state government on the performance of the workers.
  3. And to between the employers and the public in enugu state.

1.4 Significance Of The Study

An accurate diagnosis of an ailment serves as a prelude to the cure of the disease while prescription initiates the achievement of the cure itself The choice of the effect of motivation of productivity of public sector in enugu estate at this material time is bone out of the persisting prevailing circumstance of general perception of poor productivity and constant labour disput and unrests involving the public servants and the various past and present governmental regimes in the state since 1992.

This situation results in general poor productivity of the public servants, low productivity and general developmental backwardness of the state. The desire to being the happenings in the state public sector into the mainstream of academic focus and to x- ray major problems responsible or otherwise for the long dragging inherent poor productivity in the researcher who is himself a concerned public sector.

This entails identifying the various instruments of motivational techniques available for good management of far public work-force and examining how far these instruments of motivational techniques available for good management of like public work-force and examining how far these instruments have been into proper utilization or otherwise towards reading effective and efficient productivity necessary for the production of services expected of the workers by the general public in the development of the nation and the staff in particular.

This examination is geared toward finding out solutions and making suggestion that will beef-up effective and & efficient performance of the public servants in the state for the realization of national objectives beneficent to the people generally.

Significantly, the general public who are always fond of casting spells on the frustrated poor public servants acusing them of ineffective and inefficient in the productivity of their duties (to the productivity of their duties (to the general public) will now be able to see and understanding the actual truth and directional source of the vicious problem so that blame should be correctly apportioned to the appropriate place.

There is no gain emphasizing that the public and where those at the helms of the affairs of propelling the locomotive engines shirk in their duties, the train details. The general public as well as those in authority ought to know this fact very well.

Apart from letting the federal publi8c fir whose services the public for whose services the position the establishment one stood for, know the position the public servant in enugu state find themselves in the course of providing the services required of them, both the various levels of government in the state will find the solution and Suggestions the research will proffer useful in the course of rendering the require good government to the people o the state through a well motivated work force.

Again, since the business of the modern government is a very complex one which must be carried out by the public servants to the credit or discredit of the (chief ) Executive, this research will all the more help those in government, their subordinates more help those in government, their subordinates and agencies in the formulation and executive of achievable policies using the knowledge of proper instruments of motivation appropriately on the public servants.

Also upon raising performance is the expectation that productivity will rise. The increase in productivity will rise. The increase in productivity through performance, an outcome proper understanding and application is an indication the nature of existing relationship between the employees in Enugu state.

1.6 Limitation Of The Study

In virtually everything one does in life, there are some limitations consequently, in pursuance to the successful completion of this study within a given period of time, certain limitations posed some serious threats to the research. Among the were the problems of insufficient availability of funds for proper conduct of such study work at such a period of bumper inflation in the country.

Other problems include lack of easy accessibility to desired vital government documents as a result of unco-operative attitude of some government officials. This may not unconnected with keeping with ethics of oath of secrecy applicable to certain public offices

Times limit as well as scarcity of local reference materials (book)in the area of the research also, posed some limitations to the study.

Chapter Five

Summary, Recommendations And Conclusions

5.1 Summary

This study centered on work situation in Enugu state public service especially as it concerns the public servants vis-a vis their motivation, relationship with the employer and generally their output. The work critically reviewed the key reason for the perceived low performance per an average worker in the state and the process, the following revealing discoveries were made. That workers in the employment of the state government are longely ill-motivated in this case, it is clearly evident that from all data collected there is no sign of established sintable sustainable motivational programme for the public year of these workers neither do the state governments (both the military and the civil/ democratic ones from 1995 to 2005) normally realize the workers meager salaries and allowances regularly nor is there any rquity in the sacaries/ allowances of the state workers the employment of other neighbouring state the informal organizations inform of trade unions under which these ill-motivated worker seek solace and discuss ways of redress are highly discouraged and their affarrs meddled with by the state government that contraly to the basic principles of the scientific management and other postulation. Good management of personnel resource, the government employer in Enugu state failed in the basis responsibility of providing public services with mature leadership such that could double intrinsic motivation among the workers. Tools, equipment and working nationals were inadequately supplied to the workers.

5.2 Recommendations

Based no the problem the facts and the finding of this study, and in order to improve and ensure that the Enugu state public service workers are made result oriented in their performance and that they achieve the objectives for which hey employed no the public establishments, the researcher makes the following suggestion

  1. That a houstic approach towards a sustainable motivational programme be put in place for government to regain the confidence of the work are safeguard its authorities and improved performance.
  2. The required good performance does not take place in a vacuorm it occurs within the confinement of an existing establishment. An immediate attention should be giver to the much dicapidated infrastructural faculties of the public establishments in the state, the required and correct equipments tools, vehicles which have long been over-looked since after assets sharing between Enugu and the new Anambra state and later the Ebonyi state should be put in place Again, maintenance culture should be the watchword in all government establishments in the state
  3. Delegation of duty is an important means of motivating a workers, therefore, those at the helm of attairs of the services (the management ) should be able to consider it motivationally important to always permit their subordinates down to the lowest cadre to be participating in making of certain polices that affect them in their various place of work.
  4. Since due to the Nigerian factors, poverty, hunger, ignorance and diseases resulting from bod governments and poor leadership financial incentive has become the opium of the public service workers in the country and since workers morals could be raised high whenever rumours of such financial in centuries like the Abacha’s Economic Relief annual, if not monthly event to keep the worker, high morale level and constant.

The expectations of this will made the workers hopes always hanging and performance will be kept constant.

5.3 Conclusion

In drawing conclusion to this research work the researcher perhaps believes it is correct to include here that the study has go far successfully. Revealed that the respondents were all what should be considered mature adults judging from their ages and number of their responses. The study also, showed that though political appointees are too many majority of the workers, especially those in the senior and middle cadres grew up through the establishments with the majority of the respondents being participating witnesses to the trend of event in the state public service within the period under review and having put up substantial number of years in the service, their responses should be regarded as reasonably highly across the board in effecting oral interview by choosing from those in the senior management candre, middle and junior cadres and thus, from those who could be regarded as skilled, educated and experienced in the public service work.

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