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Format: MS WORD
| Chapters: 1-5
| Pages: 70
THE EFFECTS OF MOTIVATION ON PERFORMANCE AMONG PUBLIC SERVANTS IN EDO STATE
ABSTRACT
This research examined the effects of motivation on performance of public servants in Nigeria with special reference to Edo State Ministry of Education. The research adopted survey research design. Data were gathered through primary source with the aid of a well-structured questionnaire. Simple random sampling technique was adopted in the selection of sample; this was used to eliminate biasness in the selection process of the respondents. Data garnered were presented on table using percentage and the formulated hypotheses were analysed with the used of Chi-square statistical method. The result of the analysis shows that Lack of motivation of employees has effect in low morale and high labour turnover. Also, Performance of public servants has significance relationship with the motivational performance. Based on the conclusion of the analysis recommendations were proffered to the staff and management of Edo State Ministry of Education.
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
Motivation is defined in general terms as the act or process of providing power from within the person which insights him into action as termed from Weber’s third international dictionary (2011). Motivation is also defined as the process of stimulating the interest of somebody to do something. Manager involves the creation and maintenance of environment for the performance of individuals working together in group towards the accomplishment of common objectives. Since the manager cannot do their job alone, he ought to know what motivates the people. So it is the duty of the manager to recognize motivating factors in designing an environment for performance.
It can be referred to the way urges, aspirations, drives and needs at humans direct or control or explain their behaviour. The public service in Nigeria traces its roots to British colonial administration. At the time of independence there was no major change in the structures of the service. Replacing the departing expatriates with the indigenous Nigerians under a policy referred to as Nigerianization. Over the years the public service has continued to render poor quality services to the people due to poor work performance by the employees. The source of the problems of poor work performance and service delivery in the public sector, began at the time of independence in 1960, and emanated particularly from Nigerian policy (1999) (DPM, 2002). Ajulor (2002).
The main policy resulted in creation of direct employment of Nigerians, which eventually led to rapid expansion of the public servants and a high wage bill. Over the years the government has not been able to offer competitive remuneration to its employees because of this high wage bill. Although the cost of living continues to rise, the remuneration of the public sector workers has stagnated. To cope with the increasing cost of living, the public servants engage themselves in other economic activities to supplement their income. Most of the economic activities are undertaken during official working hours, leading to poor service delivery in the public sector (Aseka, 2002).
ABSTRACT
This research examined the effects of motivation on performance of public servants in Nigeria with special reference to Edo State Ministry of Education. The research adopted survey research design. Data were gathered through primary source with the aid of a well-structured questionnaire. Simple random sampling technique was adopted in the selection of sample; this was used to eliminate biasness in the selection process of the respondents. Data garnered were presented on table using percentage and the formulated hypotheses were analysed with the used of Chi-square statistical method. The result of the analysis shows that Lack of motivation of employees has effect in low morale and high labour turnover. Also, Performance of public servants has significance relationship with the motivational performance. Based on the conclusion of the analysis recommendations were proffered to the staff and management of Edo State Ministry of Education.
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
Motivation is defined in general terms as the act or process of providing power from within the person which insights him into action as termed from Weber’s third international dictionary (2011). Motivation is also defined as the process of stimulating the interest of somebody to do something. Manager involves the creation and maintenance of environment for the performance of individuals working together in group towards the accomplishment of common objectives. Since the manager cannot do their job alone, he ought to know what motivates the people. So it is the duty of the manager to recognize motivating factors in designing an environment for performance.
It can be referred to the way urges, aspirations, drives and needs at humans direct or control or explain their behaviour. The public service in Nigeria traces its roots to British colonial administration. At the time of independence there was no major change in the structures of the service. Replacing the departing expatriates with the indigenous Nigerians under a policy referred to as Nigerianization. Over the years the public service has continued to render poor quality services to the people due to poor work performance by the employees. The source of the problems of poor work performance and service delivery in the public sector, began at the time of independence in 1960, and emanated particularly from Nigerian policy (1999) (DPM, 2002). Ajulor (2002).
The main policy resulted in creation of direct employment of Nigerians, which eventually led to rapid expansion of the public servants and a high wage bill. Over the years the government has not been able to offer competitive remuneration to its employees because of this high wage bill. Although the cost of living continues to rise, the remuneration of the public sector workers has stagnated. To cope with the increasing cost of living, the public servants engage themselves in other economic activities to supplement their income. Most of the economic activities are undertaken during official working hours, leading to poor service delivery in the public sector (Aseka, 2002).
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