DETERMINANTS OF EFFECTIVE MOTIVATION OF PUBLIC SERVICE EMPLOYEE

ABSTRACT

This project  was a review  of Determinants  of Effective  Motivation  of Public  Service

Employee

The Statement of Problem identified was

1.   Job Independence,

2.   Staff promotion,

3.   Staff training,

To meet the general objective, the study was focused on the following specific objectives: to determine the effects of Job Importance as a determinant for effective motivation of public service  employee,  the effects of Government  Public  Policy,  Staff  Status  and Grade as a determinant for effective motivation of public service  employee, effects of Organization’s structure  and  to  examine  the  effects  of  Labour  Union  and  Workers’  Motivation  as  a determinant  for  effective  motivation  of  public  service  employee.  The  descriptive  survey method  was used and the research tool was  questionnaire.  240 respondents  answered  the questionnaire. Data analysis using Chi-square formula and presentation was done by the use of tables. The findings from the study showed mainly that there was evidence which showed that Labour Union and  Workers’ Motivation was a determinant for effective motivation of public service  employee.  Finally,  solutions  and recommendations  were proffered  on how Public sector organizations should set their company policy to encourage motivation of their employees. The write up was duly summarized.

CHAPTER ONE  INTRODUCTION

1.1 BACKGROUND OF THE STUDY

It has been commonly assumed that public sector organizations are more likely to  employ individuals  whose values and needs are consistent  with the public service  mission of the organization. Charged with promoting general social welfare, as well as the protection of the

society and every individual  in it, public organizations  often have missions with  broader scope and more profound impact than typically found in the private sector. The composition of the public workforce has been expected to reflect the nature of the  work in the public sector by attracting employees who desire greater opportunities to fulfil higher-order needs and altruistic motives by performing public service. It is these individual characteristics that are often touted as the key to motivating behaviour because “understanding the values and reward preferences of public managers is essential in structuring organizational environments and incentive systems to satisfy those preferences”. In fact, it is believed that the importance public employees place on the opportunities thought to be more readily available in the public sector, such as performing altruistic acts or receiving intrinsic rewards, compensates for the low  levels  of  extrinsic  rewards  associated  with  the  public  sector  and  explains  why  no differences have been found between public and private employee work motivation.

In  addition  to  having  achievable  goals,  employee  work  motivation  also  requires  that performance objectives be viewed as important. If employees do not perceive their job to be important  or meaningful,  they  have  little  reason  to be motivated  to perform  their  work. Although self-efficacy is important when understanding motivation at the job level, it is the concept of job importance that is especially salient in understanding the contributions public service motivation and organization mission make toward organization performance.

1.2 STATEMENT OF THE PROBLEM

Public service in Nigeria is facing several problems over the years which often hamper the attainment of set goals. As a result of this, the motivation in the organization  needs to be addressed and managed.

To that effect, this research is being proposed to address the following issues;

Firstly,  in  organizational  job  Independence  can  be  seen  as  a  determinant  for  effective motivation  of  public  service  employee.  Public  service  motivation  asserts   that  public employees  may  view  their  performance  goals  as  important  because  of  the  congruence between the altruistic or community service nature of public sector goals

Another factor is Staff promotion which is also a determinant  for effective motivation  of public service employee.

Promotion is not always guaranteed as one advance in the public service. To avoid this, Staff promotion is viewed  as one of the determinant  for effective  motivation of  public  service employee.

Every work organization is concern with being effective. Upon the attainment of its aims and objectives  rests  the  success  and  ultimate  survival  of  the  organization.  The  quality  of management is central to organization development and improved performance. Staff training helps to structure the motivation of its staffs through communication and mentoring.

1.3 OBJECTIVES OF THE STUDY

a.   To determine the effects of    Job   Independence   as   a   determinant   for   effective motivation of public service employee.

b.   To examine the effects of Staff promotion as a determinant for effective motivation of public service employee.

c.   To examine the effects of Staff training as a determinant for effective motivation of public service employee.

1.4 RESEARCH HYPOTHESES

The researcher uses hypotheses HO which is a test of no difference

HO1:  There  is  evidence  to  prove  that  Job  Independence  is  a  determinant  for  effective motivation of public service employee.

HO2:  There  is  evidence  to  prove  that  Staff  promotion  is  a  determinant  for  effective motivation of public service employee.

HO3: There  is a significant  relationship  to show that  Staff training  is a determinant  for effective motivation of public service employee.

1.5 SIGNIFICANCE OF THE STUDY

This study will be relevant to the following:

1.   The findings of this research will serve as a guide in the productivity of other public sector through effective motivation.

2.   The  findings  of  this  study  will  enable  for  proper  performance  management  of employees which will lead to effective work output and productivity in public sector.

3.   It  will  also  enhance  government,  private  sector  and  general  public  participation contribution   in  addressing  these  determinants   of  motivations   in   public  sector organization.

4.   The study will enable me to contribute my own views and ideas on managing human resource and productivity in the public sector organization of Nigeria.

5.   The study will be of immense help to other people and students who might wish to carry out other researches in the field.

1.6 SCOPE OF THE STUDY

The work is on Determinants of Effective Motivation of Public Service Employee

1.7 LIMITATIONS OF THE STUDY

In carrying out this research many factors served as constraints:

1.   Financial Limitation.

2.   Inadequate Time: time factor constitutes the major limitation of this research study. It relates to the fact that the time for research work was short because it was combined with lectures, studies and examination.

3.   Negative attitude of respondent: the problem facing the researcher with regards to the respondents  relates  to  the  non-cooperation  and  uncompromising   attitude   some respondents in giving out relevant information or facts.

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