The Impact Of Motivation Of Staff Performance In Civil Service (A Case Of Enugu State Of Internal Revenue)

Project and Seminar material for Public Administration

Project and Seminar material for Public Administration


Abstract


The primary purpose of this study is to ascertain the impact of motivation as a process towards governing individual choice among different forms of voluntary activities. Motivation can be described as that which causes, channels and sustains people behavior. According to Hoy and Micskel (1987) sees motivation as a complete force, drives, needs, tension states or other mechanisms that start and maintain activity towards the achievement of personal goals.


Table Of Contents


Preliminary Page(s)

  • Title page
  • Certification
  • Dedication
  • Acknowledgement
  • Abstract
  • Table of contents

Chapter One

1.0 Introduction

  • 1.1 Background of the study
  • 1.2 Statement of problems
  • 1.3 Objectives of the study
  • 1.4 Research questions
  • 1.5 Significance of the study
  • 1.6 Scope of the study
  • 1.7 Limitations of the study
  • 1.8 Definition of terms

Chapter Two

2.0 Literature Review

  • 2.1 Introduction
  • 2.2 The civil servant condition of service during colonial era
  • 2.3 Motivation-A theoretical discourse
  • 2.4 Abraham Maslow hierarchy of needs theory
  • 2.5 fredrickherzer”s two factors theory
  • 2.6 Douglas McGregor’s x and theory y
  • 2.7 The concept of productivity

Chapter Three

3.0 Research Design and Methodology

  • 3.1 Introduction
  • 3.2 Research design
  • 3.3 Methods of data collection
  • 3.4 Population and sample size
  • 3.5 Sampling techniques
  • 3.6 Validity and reliability of measuring instrument
  • 3.7 Method of date analysis

Chapter Four

4.0 Presentation and Analysis of Data

  • 4.1 Introduction
  • 4.2 Presentation of data
  • 4.3 Analysis of data
  • 4.4 Interpretation of results

Chapter Five

5.0 Summary, Conclusion and Recommendation

  • 5.1 Introduction
  • 5.2 Summary of findings
  • 5.3 Conclusion
  • 5.4 Recommendations
  • References
  • Appendix

Chapter One


1.0 Introduction

1.1 Background Of The Study

Ideally, the task of Administration is to develop the taste for good working condition and for government to develop workers who are able to tailor and utilize the resources in the working society to their own needs by K.P. Cross.

Motivation will always need the timeliness, sensitivity and vision that any effective relationship with human growth and individuality demands. A logical and seductive assumption is neatly and nicely come along as well (Deci 1980). Nergas (1977) noted that when workers feel a strong need for what they are doing and the programmes is well planned and stimulating with adequate informational feed back the easier the motivation to work increase.

If this were not so, motivation would not be the epidemic concern it is for managers, industry, if this and business are filled with well designed efficient programmes that are not very motivative part of problem, is efficiency itself motivation taken people to people skill and time. Like a good conversation, it cannot be rushed. The best way to see a motivational strategy as an investment, it pays dividends but often not immediately.

Also because what motivates people is often beyond the intent structure of the knowledge or skill they are performing, it means managers gave to plan for motivation in its right it cannot be taken for granted (Johnson Johnson, 1982).

The time continue model of motivation is an organizational aid for motivation planning. It is a systematic structure for introducing or applying motivation strategies through working sequence (Sounders, 1981) sand described motivation as an organizational aid and motivation planning as designing and organizing instruction so that the development and enhancement of work motivation is an essential part of it.

He also stressed that the time continue model of motivation helps managers to programmatically strategies from the beginning to the end of the work or project sequence so that a network of motivational influence in formulated.

Pursuing common objectives of the business which they were paid to serve According to Wloodknowskit (1989) the main criteria for successful motivation planning, no matter what the instructional plan may be, is that each time phrase (beginning, during, and ending) of the sequence of instruction for the particular project includes significant positive motivation influence on the workers. He further listed out six basics question for motivation planning as follows:

  1. What can I do establish a positive working attitude for the programmes?
  2. How do I meet the needs of my workers throughout the working sequence?
  3. What about the working conditions that will stimulate my workers?
  4. How does this working pattern increase or affect workers feeling of competence?
  5. How this working pattern does provide for my workers?

Knowles (1980) contended that when a worker is motivated, they work harder, learn, more have sources of enjoyment and achievement, and want to continue working. A manager working with motivated worker finds instruction more successful achieves greater satisfaction and avoids burnout.

Based on the above, it is difficult to understand whether ministry of education Enugu is achieving its objectives or not. Moreover, issue of threats of retrenchment of workers has kept workers in fear and the position of the ministry among the top ones in the country has fallen liquidity experience, encountered, this indicate some strength and weakness, efficiency and different hence even salaries are delayed.


1.1.1 Brief Historical Background Of Ministry Of Education

We cannot talk about motivation of staff in the civil service without talking about the ministries that integrated to form the civil service ministry of education among other ministries, could be said to be exceptional in the sense. That is purely associated with acquiring and imparting knowledge and skills be it formal, non-formal or informal. It could be said to be the bedrock of other ministries in so far as other staff and employers in other ministry have passed through its one over or another in the course of acquiring knowledge, so it is a pivot on which other ministries revolves.

Education ministry as old as civilization, this is because civilization started with exhibiting extra knowledge to better conditions of living narrowed down to Nigeria, the ministry of Education Enugu could be seen to be as old as the advent of the Europeans or colonial masters (Fafunwa A.B. 1974). They brought the idea of acquiring a ministry to be solely in charge. It came to line light when the country was operating under the regional system, where we had Directorate of Eructation to three and later four regions of the country. This later metamorphosed to ministries in 1967 with 12 states in the country


1.2 Statement Of Problems

It appears that the resources for serious operation for motivating staff in ministry of Education are inadequate; there is the problem of motivating planning that liquidity and late payment of salaries occur. The problem of running ministry by the management consultants.


1.3 Objectives Of The Study

  1. To ascertain to what extent human and non-human resources are adequate for serious operation of the ministry.
  2. To determine how problem of motivate planning leads to liquidity and late payment of salaries.
  3. To find out the courses of threats of retrenchment to workers
  4. To determine the problem of running the ministry with team of management consultants.

1.4 Research Questions

  1. To what extent are the resources adequate for ministry of education management effectiveness?
  2. To what extent are the problems of motivation planning affect the profits and payment of salaries to workers?
  3. What is the cause of threat of retrenchment to workers?
  4. What are the problems of running the ministry with the same our of government?

1.5 Significance Of The Study

Having seen the dimension of the work, it is believed that suggest from the study would help in many ways. It would have helped the search for the solutions on the problems facing the civil servants in Nigeria. It would enable the researchers to find ways and means.

It would enable the researcher to determine the effect of these motivating factors on performance or productivity. With the findings, it will help us to make projections and predictions with greater precision concerning the attitude of civil servants to their work.

Management, administrators, directors and policy formulators will gain a lot of they are aware of these factors that spur or inhibit their workers or staffs to or from greater performance and productivities.


1.6 Scope Of The Study

This scope of this study is Ministry of Education, Enugu made up of twelve departments.


1.7 Limitation Of The Study

In carrying out the research work, certain constraints were encountered.

Time:

This was the major constraint during the period of the research work, there was not enough time let to the researcher to carry out the research work effectively.

Finance:

Owing to the financial difficulty prevalent in the country and its resultant increase in the prices of commodities, transportation fare, research materials etc. the researcher did not find it easy to meet all the financial obligations in school as a result of which was restricted to be much affordable.

Information Constraint:

It is not easy to obtain necessary information in the study from private business organization and even the government agencies.

Ignorance:

Some people use to give false information to the researcher because they though that the researcher government workers that work to get information to be use for access correspondents for the tax purposes.


1.8 Definition Of Term

Civil Service

Civil service is a term that is commonly used in identifying functions in many different types of government around the world. The term is utilized in how similar but distinct manners. Just about every nation in the world today has at least department of civil service as part of the overall structure.

One common usage of the term “civil service” has to do with the specific arm or branch of government service that oversees the hiring process. In this application, a specific department will set employment standard that are observed by the other departments that make up the government administrative arms.

It is not unusual for the civil service department to develop and administer all examinations related to potential employment with the government in question. At the same time, the department may also define and oversee the criteria for merit raises and other employee benefits.

The second use if civil service as a more general term. When this is the case, civil service may refer to any of the many departments that make up a government. In most instances, this will be a sweeping application that will include all departments except the military arms of the government.

However, there is some variance in just how bread the application will be. In some nations, civil service is defined as applying to any and all government entities, while in others the term is understood to mainly focus on departments, concerned with clerical or administrative functions.

Motivation

Motivation is defined as the process that initiates guides and maintains goal-oriented behaviors. Motivation is what causes us to act, whether it is getting of glass of water to reduce thirst or reading a book to gain knowledge. It involves the biological, emotional, social and cognitive forces that activates behavior.

In everyday usage, the term motivation is frequently used to describe why a person does some thing. For example, you might say that a student is so motivated to get into a clinical psychology program that she spends every night studying.

Staff Performance

Staff performance is getting the right people to do the right thing, at the right time.

This involves a complex set of management practice that all combine to:

  1. Get the right people, with the right mix of skill, knowledge, behavioral characteristics, motives and values to be able to perform the job to a high standard.
  2. Develop systems and procedures that assist, not hinder, the employees ability to perform.
  3. Create a workplace environment where people wants to perform, this includes motivational as well as satisfying components.
  4. Ensure that each staff member knows exactly what is expected of them and how their performance will be measures.
  5. Progressively measure performance and provide timely and focuses feed back that allows the staff member to improve their performance.
  6. Manage difficulties that arise through a wide variety of causes.
  7. Adequately assess and minimize the risk to the organization through staff not performing.

Chapter Five


5.0 Summary, Conclusion And Recommendation

5.1 Introduction

This chapter presents the discussion of the results of the study, conclusion, recommendation of the research findings, recommendations, suggestions for further research and limitation of study.


5.2 Summary Of Findings

Majority of the respondent agreed that these are adequate well trained staff available for effective management.
Vast majority on the respondents accepted the adequacy of residential accommodation for the vast majority of staff said that they have sufficient funds for effective management.

The entire respondents saw transport services as inadequate for their effective management. Also the whole respondents were of the view that they have adequate office equipment in their ministry.

Majority views of the respondents show that management attitude encourage staff to work. Vast majority opinion shows that management does not appreciate the needs and expectation of the staff as to promote desire. Majority view indicates that managers practice stimulation that maintains attention to duty. Vast majority indicated that managers reinforce staff with promotion prized and money. Vast majority indicated that managers have affection that motivates staff to work.

Vast majority views show that retrenchment threats affect the workers performance. It was found that retrenchment threats create fear and under estimation of fellow staff. Majority view shows that retrenchment threats leads to sudden resignation of appointment.

It was also unanimously agreed that retrenchment leads eye service to avoid victimization. Vast majority in cheats that managers do not have the realistic understanding of workers, needs and expectation.

It was discovered that the managers do not direct within the experience and skills of the workers. Managers do not consider regularity workers respective.

Majority opinion has it that the team of external management consultants are export.


5.3 Conclusion

The following conditions have been done from the major findings of this study. Managers of ministry of education need to consider resources such as adequate transport service for the purpose of advising management efficiency.

More effect need to be made to ensure steady attitude that encourage staff to work with interest to avoid liquidity and delay in payment of salaries need to be addressed with utmost vigor.

Retrenchment threats need to be reverted to motivational plans for staff to promote desire and remove the associated voices.

Managers need to involve, experts – enthusiasm, empathy clarity commitment to avoid waste of huge resource essential for good package of the job control.


5.4 Recommendations

The following recommendation have been made in light of the findings the discussion of the findings that as well as the implications highlighted managers, supervisors of ministry should plan for resources that would motivate staff commitment such as employment and professional, offering accommodations, transport services and office equipment need for operational efficiency.

  1. To avoid fraud or liquidity, motivational model, planning such as attitude, appreciation, stimulation affection and reinforcement have to bee taken very serious because of their obvious effect on management efficiency and workers motivation.
  2. Managers and employers should about retrenchment. Threats and the effects such as disunity, fear, under estimation, untimely resignation, eye service, victimization as well as understanding of workers needs and expectations.
  3. Managers, supervisors and employers of ministry of education should learn to use intern terms of managers’ consultants to ensure relevant application with commitment of expertise, enthusiasm, empathy, clarity and to save huge expenditure to the ministry if management efficiency is to be achieved.
  4. Through the results of this study retrenchment threat brought a lot of problems such as disunity and untrust, unnecessary fear and under estimation of fellow man sudden resignation or appointment, unrealistic understanding of workers need and expectation and unconcern for workers perspective.
  5. The implication is that unless motivation needed is given the staff in place of that of retrenchment, commitment to duty as to achieve management efficiency is to say the least miracle.
  6. Moreover, the use of external team management consultants through with expertise has a problem of lack of enthusiasm: clarity, commitment and less of huge expenditure to the organization.
  7. The implication is that where all these deficiencies and weakness occurrence, these need to be addressed if management efficiency still remain the objective of the organization.

In general corruption, fraud, disunity are the core earning of financial institutions which has acclimated into lack of trust by the most of the members of the public


The Impact Of Motivation Of Staff Performance In Civil Service (A Case Of Enugu State Of Internal Revenue)


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