Select Currency
Translate this page

EMPLOYEES’ PERCEPTION ON MOTIVATION MECHANISM IN NIGERIA PUBLIC SERVICE

Format: MS WORD  |  Chapter: 1-5  |  Pages: 70  |  76 Users found this project useful  |  Price NGN3,000

  DOWNLOAD THE FULL PROJECT

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

  DOWNLOAD THE FULL PROJECT

EMPLOYEES’ PERCEPTION ON MOTIVATION MECHANISM IN NIGERIA PUBLIC SERVICE

Not The Topic You Are Looking For?



For Quick Help Chat with Us Now!

+234 814 010 7220

+233 55 397 8005


HOW TO GET THE COMPLETE PROJECT ON EMPLOYEES’ PERCEPTION ON MOTIVATION MECHANISM IN NIGERIA PUBLIC SERVICE INSTANTLY

  • Click on the Download Button above.
  • Select any option to get the complete project immediately.
  • Chat with Our Instant Help Desk on +234 814 010 7220 for further assistance.
  • All projects on our website are well researched by professionals with high level of professionalism.

Here's what our amazing customers are saying

Stancy M
Abia State University, Uturu
I did not see my project topic on your website so I decided to call your customer care number, the attention I got was epic! I got help from the beginning to the end of my project in just 3 days, they even taught me how to defend my project and I got a 'B' at the end. Thank you so much iprojectmaster, infact, I owe my graduating well today to you guys...
Excellent
Samuel From Ajayi Crowther University
You guys just made life easier for students. Thanks alot iprojectmaster.com
Excellent
Joseph M. Yohanna
Thanks a lot, am really grateful and will surely tell my friends about your website.
Excellent
MATTHEW NGBEDE
Ahmadu Bello University
I wish I knew you guys when I wrote my first degree project, it took so much time and effort then. Now, with just a click of a button, I got my complete project in less than 15 minutes. You guys are too amazing!
Excellent
Peace From Unilag
I cried not knowing how to go about my project but the day i searched online and saw iprojectmaster, i called and got my full project in less than 15minutes, i was shocked!
Excellent
Temitayo Ayodele
Obafemi Awolowo University
My friend told me about iprojectmaster website, I doubted her until I saw her download her full project instantly, I tried mine too and got it instantly, right now, am telling everyone in my school about iprojectmaster.com, no one has to suffer any more writing their project. Thank you for making life easy for me and my fellow students... Keep up the good work
Very Good
Merry From BSU
I am now a graduate because of iprojectmaster.com, God Bless you guys for me.
Excellent
Dau Mohammed Kabiru
Kaduna State College of Education Gidan Waya
This is my first time..Your service is superb. But because I was pressed for time, I became jittery when I did not receive feedbackd. I will do more business with you and I will recommend you to my friends. Thank you.
Very Good
Oluchi From Michael Opara University
If you are a student and you have not used iprojectmaster materials, you are missing big time! iprojectmaster is the BEST
Excellent
Azeez Abiodun
Moshood Abiola polytechnic
I actually googled and saw about iproject master, copied the number and contacted them through WhatsApp to ask for the availability of the material and to my luck they have it. So there was a delay with the project due to the covid19 pandemic. I was really scared before making the payment cause I’ve been scammed twice, they attended so well to me and that made me trust the process and made the payment and provided them with proof, I got my material in less than 10minutes
Very Good

FREQUENTLY ASKED QUESTIONS

How do I get this complete project on EMPLOYEES’ PERCEPTION ON MOTIVATION MECHANISM IN NIGERIA PUBLIC SERVICE?

Simply click on the Download button above and follow the procedure stated.

I have a fresh topic that is not on your website. How do I go about it?

How fast can I get this complete project on EMPLOYEES’ PERCEPTION ON MOTIVATION MECHANISM IN NIGERIA PUBLIC SERVICE?

Within 15 minutes if you want this exact project topic without adjustment

Is it a complete research project or just materials?

It is a Complete Research Project i.e Chapters 1-5, Abstract, Table of Contents, Full References, Questionnaires / Secondary Data

What if I want to change the case study for EMPLOYEES’ PERCEPTION ON MOTIVATION MECHANISM IN NIGERIA PUBLIC SERVICE, What do i do?

Chat with Our Instant Help Desk Now: +234 814 010 7220 and you will be responded to immediately

How will I get my complete project?

Your Complete Project Material will be sent to your Email Address in Ms Word document format

Can I get my Complete Project through WhatsApp?

Yes! We can send your Complete Research Project to your WhatsApp Number

What if my Project Supervisor made some changes to a topic i picked from your website?

Call Our Instant Help Desk Now: +234 814 010 7220 and you will be responded to immediately

Do you assist students with Assignment and Project Proposal?

Yes! Call Our Instant Help Desk Now: +234 814 010 7220 and you will be responded to immediately

What if i do not have any project topic idea at all?

Smiles! We've Got You Covered. Chat with us on WhatsApp Now to Get Instant Help: +234 814 010 7220

How can i trust this site?

We are well aware of fraudulent activities that have been happening on the internet. It is regrettable, but hopefully declining. However, we wish to reinstate to our esteemed clients that we are genuine and duly registered with the Corporate Affairs Commission as "PRIMEDGE TECHNOLOGY". This site runs on Secure Sockets Layer (SSL), therefore all transactions on this site are HIGHLY secure and safe!