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MOTIVATION AS TOOL FOR WORKERS’ PERFORMANCE IN THE PUBLIC SERVICE

ABSTRACT

Motivation is a very important factor in achieving effective productivity of workers' in an organization either in the public sector or private sector. This study sought to ascertain the level and extent at which motivation could enhance the effectiveness of a worker in an organization. The data for the study were collected through the use of questionnaires, and interviews. The questionnaires were administered on some selected staff of Ado-Odo/ Ota Local Government Area of Ogun State. The findings showed that motivating of worker in any organization would bring out the best in the organization and would in tum increase the productivity of that organization.

CHAPTER ONE

1.0   INTRODUCTION

The purpose of this work is to highlight the importance of motivating workers or employees in the realization of corporate objectives of the organization especially in the public service sector. A cursory examination of what keeps the organization going and it is going to be a collective responsibility of all its members. The public service sector is the main focus in which we shall be examining the effect of motivation in the performance of its worker. The public sector as viewed by some scholars of public administration who perceived the public sector as a system which exists in a dynamic equilibrium with external environment. Furthermore, one of the problems confronting Public Service management is that of motivating workers to perform assigned tasks to meet or surpass predetermined standards.

It will not be an understatement to say that it is not easy to motivate an individual, for the success of any motivational efforts depends on the extent to which the motivator meets the needs of the individual employee for whom it is intended. The issue on how best to motivate worker to achieve desired objectives has long been one of the worlds' most important, difficult and controversial problems. It is therefore, worthy of note, that the value of the need to motivate worker cannot be fully appreciated until we understand the worker's notion about work, the attitude of a worker to work and the value the worker places on the work, in addition, we have to realize that since the entrepreneur expects a yield or returns on his investments, management has to do everything possible to encourage the worker to put in his best in order that expected returns is made possible.

In other words, the worker's notion to work can be described as any undertaking by human beings involving mental and or physical efforts for a reward to keep body and soul together. It is therefore an input by a human being in the clear understanding that he would be materially compensated sufficiently to enable him and his dependents continue to exist in reasonable comfort. Permit me to say that all workers see work as first and foremost as a means of livelihood. This work seeks to examine the need for motivating worker, problems of who and how to motivate workers and types of motivational strategy that would be effective in the public service in particular.

1.1   STATEMENT OF PROBLEM

Inspite of all the motivational strategy used in motivating public servant in the public service various research, and findings have shown that there are still no result achieved in the public service, all effort of the government to motivate its workers to be effective had proved abortive. Even with all these incentives, no positive result is achieved. If motivation is one of the tools for enhance worker's performance why has it failed to achieve result in the Public Service?

1. 2  PURPOSE OF STUDY

The purpose of this study therefore:

1. To ascertain the problems associated with how to motivate worker to enhance effective performance in the public service.

2. To examine the problems of implementing motivation as strategy for effective performance.

3. To examine the different types of motivational strategy and to also to proffer solutions to the problems and to promote the possible prospect.

1.3  REASARCH QUESTIONS

In view of the problem stated and the purpose of study the following research questions are put forward.

1. What are the types of problem militating against effective implementation of motivation on worker?

2. How relevant are the strategies adopted for motivating worker in the public service?

3. What are the attitudes of workers' to work when and when not motivated?

4. Who are the implementers of this motivation? 

5. To what extent would motivation enhance the worker's performance?

1.4   SIGNIFICANCE OF STUDY

The study is significant because of the following:

1. The study will expose and highlight the problems of motivation of workers' in the public service.

2. To ascertain if the implementers are adequately motivating its workers'.

3. To ascertain the type of motivation that is appropriate for the public service worker.

4. It will ascertain the effectiveness of motivation on worker's performance.

5. It will therefore provide information on the extent to which motivation will achieve it stated objective and the problems and prospect encountered by workers' in the public service.

6. It will also be useful for other researchers.

1.5  SCOPE OF STUDY/ LIMITATION

In carrying this research attempts were made to reach out to the Local Government workers but most of them were very reluctant to respond they took the questionnaires grudgingly some even rejected it out-rightly asking if it will add to their money or promotion. The scope of this study and the population size of the study are 900 people selected from fifteen Departments of Ado-Odo Ota the Local Government. The Geographical coverage of this work are workers of Ado-Odo local Government Area of Ogun state.

1.6      HYPOTHESIS

It is necessary to subject finding in this research work to test by formulating hypothesis.

The hypothesis that would be subjected to test in this research are:

1. Ho: There is no significant relationship between motivation theories and organization efficiency.

HI: There is a significant relationship between motivation theories and organizational efficiency

2. Ho: There is no relationship between motivated workers and non -motivated workers

HI: There is a relationship between motivated worker and non -motivated worker

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