Motivation And Employees Performance In Public Sector Organization (A Case Study Of Cross River State Ministry Of Education)

Project and Seminar material for Public Administration

Motivation And Employees Performance In Public Sector Organization (A Case Study Of Cross River State Ministry Of Education) – Obong


This project tends to examine the motivation and employees performance in public sector organization with ministry of Ministry of Education 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.

Table of Content

  • Title Page
  • Certification
  • Dedication
  • Acknowledgement
  • Table of Content
  • List of Tables
  • Abstract

Chapter One:


  • 1.1 Background of the Study
  • 1.2 Statement of the Problem
  • 1.3 Objective of the Study
  • 1.4 Research Questions
  • 1.5 Research Hypothesis
  • 1.6 Significance of the Study
  • 1.7 Scope of the Study
  • 1.8 Limitation of the Study
  • 1.9 Definition of Terms
  • 1.10 Organisations of the Study

Chapter Two:

Review of Literature

  • 2.1 Conceptual Framework
  • 2.2 Theoretical Framework
  • 2.3 Empirical Review

Chapter Three:

Research Methodology

  • 3.1 Research Design
  • 3.2 Population of the Study
  • 3.3 Sample Size Determination
  • 3.4 Sample Size Selection Technique and Procedure
  • 3.5 Research Instrument and Administration
  • 3.6 Method of Data Collection
  • 3.7 Method of Data Analysis
  • 3.8 Validity of the Study
  • 3.9 Reliability of the Study
  • 3.10 Ethical Consideration

Chapter Four:

Data Presentation and Analysis

  • 4.1 Data Presentation
  • 4.2 Analysis of Data
  • 4.3 Answering Research Questions
  • 4.4 Test of Hypotheses

Chapter Five:

Summary, Conclusion and Recommendation

  • 5.1 Summary
  • 5.2 Conclusion
  • 5.3 Recommendation
  • References

Chapter One


1.1 Background of the Study

Motivation and employee performance play pivotal roles in shaping the success of any organization, and this holds true for the public sector in Nigeria. The efficient functioning of public sector organizations is vital for the effective delivery of public services and the overall development of the country. In this context, understanding the dynamics of motivation and its impact on employees’ performance becomes crucial for organizational leaders, policymakers, and scholars alike.

Motivation in the workplace is a complex concept, encompassing various factors that drive individuals to achieve their goals and contribute positively to their work environment. In the context of the public sector in Nigeria, where bureaucratic structures and administrative processes often prevail, the need for motivated employees is particularly pronounced. As asserted by Maslow’s hierarchy of needs, employees in public sector organizations have not only basic physiological and safety needs but also higher-level needs for esteem, recognition, and self-actualization.

In Nigeria, public sector organizations face unique challenges such as bureaucratic red tape, corruption concerns, and resource constraints, which can potentially impact employee morale and motivation. Thus, the study of motivation in the context of the Nigerian public sector becomes critical for understanding how to enhance employee performance and, consequently, organizational effectiveness.

Several studies have highlighted the correlation between employee motivation and performance (Stajkovic & Luthans, 1998; Locke & Latham, 2004). Motivated employees tend to be more engaged, committed, and productive, ultimately contributing to the attainment of organizational goals. In the Nigerian public sector, where organizational success is intertwined with the country’s development, exploring the factors that drive motivation and their subsequent impact on employee performance becomes imperative.

This research aims to delve into the intricacies of motivation and its effects on employees’ performance in Nigerian public sector organizations. By examining motivational factors, leadership styles, and organizational culture, we seek to provide valuable insights that can inform policies and practices aimed at fostering a more motivated and high-performing public sector workforce in Nigeria..

1.2 Statement of Problem

The public sector in Nigeria faces a myriad of challenges that significantly impact employee motivation and, subsequently, the overall performance of organizations. Despite the recognized importance of motivated employees in achieving organizational objectives (Stajkovic & Luthans, 1998; Locke & Latham, 2004), the Nigerian public sector contends with persistent issues that hinder the establishment of a conducive motivational environment.

One of the primary challenges is the prevalence of bureaucratic red tape, which often leads to slow decision-making processes and a lack of agility in public sector organizations (Adeyemi & Arogundade, 2017). This bureaucratic structure may impede the implementation of motivational strategies and hinder employees from realizing their full potential. Additionally, concerns related to corruption and unethical practices within the public sector (Akande & Ogundele, 2017) can erode trust among employees and dampen their motivation to perform at their best.

Resource constraints further exacerbate the problem, as limited financial and material resources may hinder the implementation of effective motivation programs (Okoh & Umukoro, 2018). Inadequate training and professional development opportunities may also contribute to a lack of motivation among public sector employees, as they perceive a limited scope for career growth and skill enhancement (Ogunyomi & Bruning, 2012).

Furthermore, the organizational culture within Nigerian public sector institutions may not always align with modern motivational theories and practices. The hierarchical nature of these organizations and the traditional top-down leadership style may hinder the fostering of a positive and motivating work environment (Owolabi et al., 2015).

Given these challenges, there is a critical need to investigate the specific factors impeding employee motivation in the Nigerian public sector and understand their repercussions on overall performance. Identifying the root causes of motivational issues can pave the way for targeted interventions and policy recommendations to enhance motivation and subsequently improve the performance of public sector employees in Nigeria..

1.4 Objectives of the Study

The main objective of this study is to examine motivation and employees performance in public sector organization. The research seeks to critically asses:

  1. The relationship between motivation and workers performance
  2. How effective is financial incentives motivating performance
  3. The motivational technique and practices in ministry of education.
  4. To make recommendation on how to improve motivational approaches and practices in ministry of education.

1.4 Research Questions

Employees in organizations aspire to work in conducive environment that could facilitate their productive effort and self realization. To this end and in line with the research objectives, the following questions are to be examined.

  1. What is the relationship between motivation and employee performance?
  2. Can financial incentive alone fully motivate the workers?
  3. Which motivational technique and practices are used in Ministry of Education?
  4. What are the factors affecting workers performance?

1.5 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
  • Ho: Monetary incentive is not a good personal management strategies for increase of performance and productivity.
  • Hi: Monetary incentive is a good personnel management strategies for increase of performance and productivity.
Hypothesis 2
  • Ho: Effective application of motivational tools cannot lead to an increase in the growth and development of an organization.
  • Hi: Effective application of motivational tools can lead to an increase in the growth and development of an organization.

1.6 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.

  1. It helps the researcher to test and understand the effectiveness of motivation on productivity of an employees in an organization.
  2. How motivation improves the employees performance and organization development.
  3. It will assist the student for further learning in the area of motivation or related data and information to the study.
  4. 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.

1.7 Scope of the Study

The scope of the research will be limited to the Cross River Ministry of Education headquarters Calabar. This choice apart from being convergence in view of the nature, size and range of the staff that are working in the ministry headquarter, calabar.

1.8 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 Ministry of Education.

1.9 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.


It is said to be increasing the morale of the staff (employees) other salary or pay pocket, training and development, promotion and advancement.


This simply refers to the employees in an organization. Staff could mean both skilled and unskilled workforce.


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.


These are things moral or financial that induce people to work conscious.


The act of getting things done through people.

1.10 Organization of the Study

This research work is organized in five chapters, for easy understanding, as follows.

  • Chapter one is concern with the introduction, which consist of the (overview, of the study), historical background, statement of problem, objectives of the study, research hypotheses, significance of the study, scope and limitation of the study, definition of terms and historical background of the study.
  • Chapter two highlights the theoretical framework on which the study is based, thus the review of related literature.
  • Chapter three deals on the research design and methodology adopted in the study.
  • Chapter four concentrate on the data collection and analysis and presentation of finding.
  • Chapter five gives summary, conclusion, and recommendations made of the study.

Chapter Five

Summary, Conclusion and Recommendation

5.1 Summary

In this study, our focus was to examine the motivation and employees performance in public sector organization using civil servant in cross river ministry of education as a case study. The study specifically was aimed at highlighting To help employees rediscover their true passion in their work which results in doing the best job they possibly can, raise their level of employees engagement and performance, achieve more enthusiastic, satisfied and fulfilled by their rank, reduce frustration, stress and increased tolerance and acceptance, improve customer and staff relationships.

The study adopted the survey research design and randomly enrolled participants in the study. A total of 70 responses were validated from the enrolled participants where all respondent are drawn from civil servants in Cross river.

5.2 Conclusion

Based on the finding of this study, the following conclusions were made:

  1. Employees rediscover their true passion in their work which results in doing the best job they possibly can.
  2. The level of employees engagement and performance is due to motivation
  3. Motivation helps to achieve more enthusiastic, satisfied and fulfilled by their rank.
  4. Motivation reduce frustration, stress and increased tolerance and acceptance.
  5. Improve customer and staff relationships.

5.3 Recommendation

Based on the responses obtained, the researcher proffers the following recommendations:

  1. As revealed by the findings of the study, there is need for motivational incentive care facilities accessible at all times to help meet with urgent needs of staff of ministry for Ministry of Education
  2. There should be systems for recognition and appreciation of quality efforts in order to motivate the staff to work effectively.
  3. The ministry should ensure that there is an adequate provision and availability of motivational incentives to help boost workers’ performance.

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