The Impact Of Motivation On Staff Overall Performance In The Civil Service.

THE IMPACT OF MOTIVATION ON STAFF

OVERALL PERFORMANCE IN THE CIVIL SERVICE.

(A CASE STUDY OF MINISTRY OF EDUCATION ENUGU)

TABLE OF CONTENT

 

Title page

Approval page

Dedication

Acknowledgement

Table of contents

Abstract

List of tables

 

CHAPTER ONE

INTRODUCTION

1.1     Background to the Study

1.2     Statement of the Problem       

1.3.    Purpose of the Study

1.4     Purpose of the Study

1.5     Scope of the Study       

1.6     Significance of the Study

 

CHAPTER TWO

          LITERATURE REVIEW

 

CHAPTER THREE

3.1     Deskin Of the Study

3.2     Area of the Study

3.3     Population of the Study

3.4     Sample and Sampling Procedure

3.5     Instrumentation Validity and Reliability of the Instrument

3.7     Method of Data Collection

3.8     Method of Data Analysis

 

CHAPTER FOUR

          DATA PRESENTATION ANALYSIS

 

CHAPTER FIVE

5.0     Discussion of Results

5.1     Discussion of the Findings

5.2     Implication of the Study

5.3     Recommendation

5.4     Suggestion for Further Research      

5.5.    Conclusion

Limitative of the study

References

Appendix

 

 

 

 

 

 

 

 

 

 

ABSTRACT

 

          The purpose of this study was to determine the effect of motivational model on the impact of motivation on staff overall performance in ministry of Education, Headquarters Enugu, and their management efficiency.

          To guide the study, four research questions were formulated. A review of Literature was done to ensure sound based for reviewing books, journals etc.  A structure questionnaire were developed and administered by the researcher 120 respondent percentages were used to analyze the research – questions.  Finding was made and recommendations base on the findings were also made.

          Also summary discussion, implications of the results, Limitations of the study, suggestions for further research and the conclusion were highlighted in the study.

 

CHAPTER ONE

 

INTRODUCTION

BACKGROUND TO THE STUDIES OF STAFF.

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.

          Motivations will always need the timeliness, sensitivity and vision that any effective relationship with human growth and individuality demands.  A logical and  seductive assumption is that if working itself is well planned and efficient, motivation for what is being done should neatly and nicely come alone as well (Deci 1980).  Vargas (1977) noted that when workers feel a strong need for what they are doing and the programme 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, and business are filled with well designed, efficient programmes that are not very motivative part of the problem, is efficiency itself motivation takes people to people skills and time.  Like a good conversation, it cannot be rushed.  The best way to see a motivational strategy is as an investment.  It pays dividends but often not immediately.  Also because what motivates people is often beyond the inherent structure of the knowledge or skill they are performing, it means managers have to plan for motivation in its own right it cannot be taken for granted (Johnson Johnson, 1982).

          The time continues 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 planing is 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 influences in formulated.

         

  pursuing common objective of the  business which they were paid to serve.     According to Wloodkwowskit (11989) the main Criterion for successful motivation planning, no matter what the instructional plan may be, is that each time phase (beginning, during, and ending) of the sequence of instruction for the particular project object includes significant positive motivational influence on the workers.  He further listed out six basics question for motivation planning as follows:

What can I do to establish a positive working attitude for this programme?

How do I best meet the needs of my workers throughout this working sequence?

What about this working conditions that will stimulate my workers?

How does this working pattern increase or affect workers feeling of competence P

How this working pattern does provide for my workers?

Knoveles (1980) contented that when a workers is motivated to worker, they work hardens, Learn, More have source of enjoyment and achievement, and want to continuing 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 objective 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