ABSTRACT

This project tends to examine the impact of motivation on staff performance in the public sector as it affects the achievement of organizational productivity with ministry of social development 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.

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

The theory “motivation”  becomes more pronounced after the popular Hawthorne studies championed by Elton Mayo. Prior to this period, the dominate view in management science theory  was to evolve – perfect organizational structure in order to improve productively in the organization. Hawthorne findings can be subsumed that productivity can only improve in organization, if human; elements are properly taken cared of. Source by H. Koanth motivation generally is said to increase the morale of the staff (employees) others, salary or pay pocket, training and development, promotion and advansement, leadership style and communication process in the organization, and a host of other factors that give people the desire to perform optically. These factors are subsumed here as organizational climate for motivation.

In the same view motivation in management science refers to reward and punishment of staff which are conform to the goods of the organization.

Recently, organization behavior modification (OBM) has become a concept in the management theory, principles and practice. OBM which was developed from the theory of behavior modification in psychology has gained an unprecedented acceptance by the management scientist and is being applied in business situation.

By implication, reward and punishment in management of human resources constitute factors that motivate staff to be productive. Hence, positive and negative reinforcement is used to modify behavior have been integrated into management science and conceptualist so “carrot” stand for stick approach in management science has been considered. Thus, they cannot i.e. the monetary incentives advantages only motivate the staff to be productive. The stick on the other hand, instead of identifying the desired behaviour, it adopted success in suppressing while stimulating such disadvantages behavior as anger, aggression and  rebellion.

In this way, management theorist who adopted approach towards workers motivation find solace in the “cannot” and stick model. The model emphasis that any worker who produces above standard rate should definitely earn a bonus for his extra products, conversely, any performance that is below rate should humiliate other measure of punishment which includes such things as dismissal, suspension, demotion withholding of salary or increment and host of other measures.

Performance as used in this study synonymous with productivity.

Undoubtedly, workers performance issues form motivational strategies employed by an organization. Besides the above, it is in fact worth noting that in nearly all organizations public or private staff performance is dependent on the motivating features that are put fourth. Precisely, the conducted acceptance by management scientist and is being applied in business situation.

Motivation which an organization set forth account for staff performance and the organizational effectiveness. Internal motivation is an inner mental exercise which one.

Aiz himself of the factors that stand to motivate; It is said that it accounts largely  for  staff performance.

External motivation on the other hand refers to those factors people (workers) will exert influences on them. They include factors which organization will set to motivate staff to be productive such as pay recognition of jobs well done of federal working condition or work climate etc.

The above impeccable suggest that a good oriented organization must have a good and well articulated personnel policy. The policy content should spell out the incentive that will motivate staff to be productive.

In this principle, every worker is motivated. Thus, a staff is neither motivated nor productive constitutes risk factors to the organization. By and large, every staff that is motivated one way or the other but the degree to which individuals survive better than others matter a lot. Variability includes their formulas, needs, tension disorganization evolves a personnel programme to meet and satisfy the various needs and wants of the workers.

Nasarawa state dubbed the home of solid minerals, was carved out of the old of plateau state and one of the 36 states that compose the federation of Nigeria; On October 1st 1996 the administration of General Sani Abacha.

The state is composed of 29 Local Governments and development areas with different ethnic nationalition but with similar culture, tradition and history. It falls within the geo-political area referred to as the middle belt. They share common boundaries with Kaduna and Plateau state at the North West and South West are Benue, Kogi states and the Federal Capital Abuja. The economy of Nasarawa state is dominated by agriculture that is almost totally dependent on traditional implements. The people of the root crops, cereals and guilt crops, the state no doubt has high agricultural potentials. In addition, the state is well circulated with mineral materials deposits in spite of the agricultural and mineral potentials of the state, the condition of life of the people exhibits every symptom of poverty.

This is characterized by the limited access of safe water, health facilities, limited access to agricultural inputs and implements, inadequate educational facilities, poor housing, limited income and wealth severe, material and social depression, bad roads and poor roads networking which have combined to limit the scope of agricultural production and commercial activities in the state.

The ministry for social development youth and sports was established in 1997 in the former plateau state, which comprises present plateau and Nasarawa states. The federal republic of Nigeria is a state based on the principle of democracy and social justice. The Nigeria constitution contains provision, established the aspiration of the Nigeria people in this regard, enunciated other social objectives and stipulated the obligations of the government and citizenry in the pursuit of this objective.

In particular, its one of the cardinal provision of the Nigeria constitution of 1979 that the security and welfare of the people shall be the primary purpose of the government” (Chapter II section 14(2).

The fundamental social objects which stated clearly in the Nigeria constitution is protection and advancement of the right security, dignity and welfare of the people.

Government in Nigeria, therefore, understands relevant provisions of the country’s constitution as imposing upon an obligation to enact and enforce appropriate legislation aimed at protecting certain specific human rights and to formulate and implement appropriate programmes of action aimed at rendering the environment more conducive to the protection of human right and dignity, to the advancement of economic and social security and the strengthening of capacity of all affected groups to function effectively to maximize the contribution towards the attainment of national objective and to protect themselves against invidious neglects, exploitation and above. It is in the realization of the set objective that both the federal and state levels had to establish the ministry for social developments with the view to advance the pursuit of national objectives in the social development section.

Among the relevant programmes and projects, it has always be in the areas of social welfare, employment opportunities for the trained, disabled self-help and mobilization, resettlement and model village scheme, and competitive sport, voluntary organization, social development research and planning, social education and training and mobilization of resource for social development.

1.2  STATEMENT OF PROBLEM

1. Low and poor performance of public servants have been attributed to lack of motivation of job security.

2. Government economic agencies has fallen short of the expectation.

3. Improper job specification

4. Poor public servant attitude to work

5. This motivational issue is not the fault of the employee. By providing feedback and ensuring the feedback is consistent, you proved the means for employees to motivated themselves to the desired behavior.

1.3   THE PURPOSE OF STUDY

The purpose of the research is to examine and assess the importance and impact of staff motivation as it affect productivity. It is also with a view to finding out whether the ministry has interest in staff welfare and to make meaningful suggestion for improvement.

1.4  OBJECTIVES OF THE STUDY

ü  To help employees rediscover their true passion in their work which results in doing the best job they possibly can.

ü  To raise their level of employees engagement and performance

ü  To achieve more enthusiastic, satisfied and fulfilled by their rank.

ü  To reduce frustration, stress and increased tolerance and acceptance.

ü  To improve customer and staff relationships.

1.5  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.

It helps the researcher to  test and understand the effectiveness of motivation on productivity of an employees in an organization.

How motivation improves the employees performance and organization development.

It will assist the student for further learning in the area of motivation or related data and information to the study.

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.

1.6  RESEARCH METHODOLOGY

Relevant data will be used and gathering techniques will be the survey research method. The data gathering instrument will be a combination of questionnaire and interview because respondents are people at various techniques data gathering background. And the various techniques data gathering process. The questionnaire method with personal interview will be choose as well the interview structure to aid the respondents to avoid deviation from the question. The sampling population will be Lafia and respondents of various ages (15 and above) and both serve income and educational level and motivational.

1.7  FORMULATION OF 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

Null hypothesis

Ho: Monetary incentive is not a good personal management strategies for increase of performance and productivity.

Alternative hypothesis

Hi: Monitary incentive is a good personnel management strategies for increase of performance and productivity.

HYPOTHESIS 2

Null Hypothesis

Ho: effective application of motivational tools cannot lead to an increase in the growth and development of an organization.

Alternative Hypothesis

Hi: effective application of motivational tools can lead to an increase in the growth and development of an organization.

1.8  SCOPE OF THE STUDY

The scope of the research will be limited to the ministry for

social development headquarters Lafia and it will cover the period of three years from 2005 — 2007. This choice apart from being convergence in view of the nature, size and range of the staff that are working in the ministry headquarter, Lafia.

1.9  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 social development in Lafia.

1.10  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.

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

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

Productivity: 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.

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

Management: The act of getting things done through people.

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