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EMPLOYEES’
PERCEPTION ON MOTIVATION MECHANISM IN NIGERIA PUBLIC SERVICE
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The public
sector organizations have more often than not been faced with problem of how to
manage the performance of their employees so that they can put up optimal
performance at the workplace. The way and manner organizations handle performance
appraisal processes, labour-management relations, employee sanctions or
disciplinary measure as well as training and development goes a long way to
determine the attitude of the employees in the organization. The desire of any
organization is to achieve industrial harmony because that is what facilitates
the realization of the desired output level and productivity.
In some
organizations, experience has shown that some employees perform at very high
level requiring little or no supervision; others perform with consistent and
high level supervision. These scenarios have accounted for the varying
differences in many organizations (Emesowum, 2010).
Managing
employee performance is not a new concept, rather what appears to be new is
that approaches and methods have continued to change to keep pace with the
starting break-through in technology, changing employment legislation and
changing workforce composition and dynamics. Apart from this, the global
competitiveness occasioned by innovation has made effective employee
performance management compelling for all managers so that greater competitive
advantage may be achieved through the efficiency of workers (Nwachukwu, 2009).
Workers in
any organization are the life wire of such organizations, the level of
technology notwithstanding. According to Idemobi (2010), employee performance
in any organization is a direct function of their relationship with the
management of the organization.
Success in
managing employee performance means recognizing that human resource is the most
critical of all. Perceiving human resource in this directive will facilitate
proper utilization of the realization of set goals and objectives (Eromaturu,
2010). Organizations are set up to achieve some set goals. In order to achieve these
goals and objectives, the human factor is of utmost importance. Thus, the human
factor through the leadership or management mobilizes and utilizes all other
factors such as performance appraisals, employee motivation, employee
satisfaction, compensation, training and development, job security,
organizational structure and others, to bring about desired performance of the
organization. But the area of this study is focused on employee motivation as a
factor that can enhance job performance. This is because no organization can
hope to achieve high level of performance without a well-motivated workforce.
It is generally believed that when employees are adequately motivated, they
tend to work better. In contrast, when they are inadequately motivated, their
performance tends to be impaired (Ejere, 2010).
This
explains why scholars have spent considerable time and resources in research,
in an attempt to discover the secrets or techniques of motivating employees for
optimum performance. However, lack of motivation among employees in an
organization is recipe for the failure in the accomplishment of desired goals
and objectives. In order to avert these failures experienced by most
organizations, employee motivation is an absolute necessity and the manager’s realization
of the type of motivation that will enhance the employees to perform their jobs
optimally will lead to the achievement of a high level of advancement of the
organization. Therefore, the total organizational performance depends on
efficient and effective performance of individual employees of the
organization. It is important to note though, that different employees in
different organizations are motivated differently with varied type of
motivation (which could be intrinsic or extrinsic) by leaders, managers or
administrators who inspire them to act in different ways towards job
performance in the organization.
Good remuneration has been found over the
years to be one of the policies the organization can adopt to increase their
workers performance and thereby increase the organizations productivity. Also,
with the present global economic trend, most employers of labour have realized
the fact that for their organizations to compete favourably, the performance of
their employees goes a long way in determining the success of the organization.
On the other hand, performance of employees in any organization is vital, not
only for the growth of the organization, but also for the growth of individual
employees (Meyer and Peng, 2006). An organization must know who are its
outstanding workers, those who need additional training and those not
contributing to the efficiency and welfare of the company or organization.
Also, performance on the job can be assessed at all levels of employment such
as: personnel decision relating to promotion, job rotation, job enrichments
etc.(Aidis,2005; Meyer and Peng,2006).
In Nigeria,
interest in effective use of rewards to influence workers performance to
motivate them began in the 1970’s. So many people have carried out researches
in this area, some of which are Oloko (2003), Kayode (2003), Nwachukwu (2004),
Meyer and Nguyen (2005) and Egwurudi (2008). The performance of workers has
become important due to the increase concern of human resources and personnel
experts about the level of output obtained from workers due to poor
remuneration. This attitude is also a social concern and is very important to
identify problems that are obtained in industrial setting due to nonchalant
attitudes of managers to manage their workers by rewarding them well to
maximize their productivity .In view of this, this study attempts to identify
the impact that motivation has on employee performance in order to address
problems arising from motivational approaches in organizational settings. Vroom
(1964), supported the assumptions that workers tend to perform more effectively
if their wages are related to performance which is not based on personal bias
or prejudice, but on objective evaluation of an employee’s merit. Though
several technique of measuring job performance has been developed, in general,
the specific technique chosen varies with the type of work. For achieving
prosperity, organization designs different strategies to compete with their
rivals and for increasing the performance of the organizations. A very few
organizations believe that the human personnel and employees of any
organization are its main assets which can lead them to success or if not
focused well, to decline. Unless and until, the employees of any organization
are satisfied with it, are motivated for the tasks fulfillment and goals
achievement and encouraged, none of the organization can progress or achieve
success. All these issues call for research efforts, so as to bring to focus
how an appropriate reward package can jeer up or influence workers to develop
positive attitude towards their job and thereby increase their productivity.
Therefore, this study focuses on employees’ perception on motivation mechanism
in Nigeria Public service.
1.2 STATEMENT OF THE PROBLEM
The
performance of organization and employee motivation has been the focus of
intensive research effort in recent times. How well an organization motivates
its workers in order to achieve their mission and vision is of paramount
concern. Employees in public sector organization are becoming increasingly
aware that motivations increases productivity (Eromaturu, 2010). From the
foregoing, and looking at today’s economic trend, it is evident that the pace
of change in our business environment presents fresh challenges daily. Nigerian
public sector is grappling with dwindling economy and its concomitants such as
poor conditions of service and late payment of salaries which result in, people
tending to migrate to better and consistently paying jobs (Eromaturu, 2010). .
From this viewpoint satisfaction on a job might be motivated by the nature of
the job. it pervasive social climate and extent to which workers peculiar needs
are met. Working conditions that are similar to local and international
standard and extent to which they resemble work conditions of other professions
in the locality. Other inclusions are the availability of power and status, pay
satisfaction, promotion opportunities, and task charity.
Civil
service anywhere in the world is relied upon for effective implementation of
government policies so that the people can adequately feel the impact of
governance. The civil servants are expected to render effective and efficient
services delivery to the members of the public as well as help government in carrying
out developmental programmes that will improve the quality of life of the
people. Unfortunately, this has not been so as a result of many factors which
center on poor employee performance management (Ejere, 2010).
Civil
servants have complained of poor conditions of service, lack of transparent
performance appraisal process, selective administration of disciplinary
measures and lack of training opportunities all of which have resulted in
undesirable labour management relations hence negative work attitudes such as
absenteeism, lateness to work, and general lack of commitment to duty
(Emesowum, 2010).
In the light
of the above, this study examines employees’ perception on motivation mechanism
in Nigeria Public service.
1.3 OBJECTIVES OF THE STUDY
The general
objective of this study is to investigate employees’ perception on motivation
mechanism in Nigeria Public service. The specific objectives include the
following:
1. To find out if employees in Public
service are often motivated by the government.
2. To ascertain the perception of employees
in Public service on the essence of monetary motivation on the performances.
3. To determine if employees in Public
service are often motivated by individual and organizational goals
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