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PROJECT TOOIC : ROLE OF A MOTIVATED WORKFORCE IN THE DEVELOPMENT OF A STATE (A CASE STUDY OF EBONYI STATE CIVIL SERVICE COMMISSION)

PROJECT TOOIC : ROLE OF A MOTIVATED WORKFORCE IN THE DEVELOPMENT OF A STATE (A CASE STUDY OF EBONYI STATE CIVIL SERVICE COMMISSION)

ABSTRACT

The role of a motivated workforce in the development of state cannot be overemphasized. This is often seen and achieved by the activities of a civil service commission.

In this study, the researcher investigated the role of Ebonyi state civil service commission in the development of the state through the activities of its staff.

The researcher reviewed a number of literture on workers motivation, problems and impact of motivation on development, used 160 out of the 300 staff of the commission as sample size and two approaches- annova and schette for the analysis of data as well as data tables.

It was discovered that there is a significant impact of motivation on improved workers’ performance and also a significant impact of rank on job satisfaction among the staff of Ebonyi state civil service commission.

Based on the findings the study recommended that the staffs should be properly motivated in order to bring about effective job satisfaction, which in turn would enhance efficiency and productivity of the commission.

 

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

       One of the major problems confronting management is that of motivating workers to perform assigned tasks to meet or surpass predetermined standard. Motivation is that energizing force that induces or compels and maintains behaviour, human behaviour is motivated. It is goal directed, it is not easy to motivate an individual, for the success of any motivational efforts depend on the extent to which the motivator meets the needs of the individual employees for whom it is intended.

Motivation is an internal psychological process whose presence  or absence is inferred from observed performance.

Ebonyi state civil service commission came into effect immediately on the creation of Ebonyi state on the 1st of October 1996. Ebonyi state civil service commission, Edith Number 11, 1996 recorded a work force of about 4000 for the entire state civil service, made up of the Ebonyi state employees from Enugu state and those from Abia state. The two states from where Ebonyi was carved out.

The first Administrative team of this commission was made up of three members with one of them as the chairman (appointment list, 1997). It was this team that saw to the harmonization, restoration and setting up the standard for the state’s civil service. In addition, they saw to it that each civil servant from any of the two earlier mentioned states was put in their normal positions.

However,  there was an expected death of enough manpower in the areas of professional callings such as medical doctors, engineers, administration etc. In order to cover up for these shortcomings, the training (of what we have) to assume those position was therefore most called for.

Hence there were lots in-service training, workshops/seminars, overseas training etc, to improve the quality of manpower in the state’s civil service. At the end of the year 2001 more than 200 persons had been involved in one trainnng or the other with about fifteen percent of this number benefiting from overseas training. It was however observed that the staff in commission, parastatals and boards benefits more from the various training than staff from the core civil service areas like ministries.

Evidence from different empirical studies point to the fact that there is no single motivator for every one, it is equally true that no single force motivates an individual every time.  Need differ and the importance attached to need by different people also differ M. Scott Myers raise three questions and answers are as follows:

  1. What motivates employees to work effectively? A challenging joy which allows a feeling of achievement, responsibility, growth, advancement, enjoyment of work it self and earned recognition.
  2. What Dissatisfies workers? Mostly, factor peripheral to the job-work rules, lighting, coffee break, titles, seniority rights, wages, fringe benefits etc.
  3. When do workers become dissatisfied? When opportunities for meaningful achievement are eliminated and they become sensitized to their environment and begin to find fault.

The answers to his question correspond with Herzberg’s motivators while the answer to his second question correspond to his dissatisfiers. Although Herzberg listed money as a dissatisfier depending on the individual’s pressing needs.  A man with a large family could be motivated  by financial need to accept a job. As long as the need to persist, it will continue to be motivated of behaviour.

If the individual work hard but does not receive what he considers as adequate remuneration for the effort expended, he could be dissatisfied. It is evident that management can motivate people by designing job so as to satisfy motivational need. It is clear that any job that robs people of their needs for achievement, recognition, acceptance and self-fulfilment will end to dissatisfy.

Money for example is not an end itself, people needs money to achieve independence, recognition from the society, status or privilege  bestowed on people by society because of their wealth. When person has special need for these, he works hard to earn more for money for the attendant blessing not for the money itself.

Herzberg’s two-dimensional; theory and Maslow’s hierarchy of needs have much in common. A comparison of the two theories point out that the high order needs of Maslow (affection, esteem and self actualization needs) correspond with Herbertz’s motivators while the dissatifiers (hygiene factors) correspond with Maslow’s  basic needs, person who is in need of  esteem will sing wealth and gaining recognition success breeds success and reinforces a person’s esteem of his capacity to achieve greater success.

When a person achieve, he develops a sense of  importance and power and gets feeling of self actualization, as he perceives that he has full control of his destiny or environment and has perhaps achieved all that he is capable of achieving in life or a feeling of being “The greatest”. It is through the linkage of performance  and reward that an individual achieved individual motivation.

PROJECT TOOIC : ROLE OF A MOTIVATED WORKFORCE IN THE DEVELOPMENT OF A STATE (A CASE STUDY OF EBONYI STATE CIVIL SERVICE COMMISSION)

The identification of needs and rewards is a pre-condition and consequently increase productivity. Failure to achieve an objective gives rise is a series of defensive behaviour such as aggression withdrawal depression and projection.

1.2  STATEMENT OF THE PROBLEM

The productivity of every work force is a very interesting aspect to managers and administrators over the year the employers of labour are concerned on what should be done to gain the optimum productivity from the labourers. Some times after a lot of efforts, the employers of still discover that the productive output has not yielded that expected result, hence further efforts and attempts are put in place to encourage workers to do more, This call to question the issue of motivation.

Motivation is an inducement on a person to create the zeal in the person to proffer solution to a situation. However  what and what  or combination of what constitute a motivation has always been the question.

There are instance where improved productivity has not been able to be attained by merely increasing salaries as with the case of Western Electrical Company or where promotion has not been able to solve the issue of motivation. The problem will then be to identify those factors that constitute motivating factors and how those motivating factor can be used single or collectively to instill motivation among the workforce of Ebonyi state.

RESEARCH QUESTIONS

The following research questions will be answered.

  1. What is the problem of motivation?
  2. What is the meaning of motivation and motivated work force.
  3. Is there a significant difference on job satisfaction between senior and junior civil servants who are highly motivated?
  4. Is there a significant differences in productivity between workers who are highly motivated and those who are lowing motivated in Ebonyi state civil service commission.

1.3 PURPOSE OF THE STUDY

This study is designed to verify the following:

  • Meaning of motivation
  • Problem of motivation
  • Impact of motivation
  • The extent the motivation or non motivation of staff by Ebonyi state civil service commission    has been able to improve or worsen the productivity in the state civil service.

1.4 SIGNIFICANCE OF THE STUDY

This study will contribute to knowledge in the following ways.

  • Find out the effect of motivation on job satisfaction.
  • Inform the manager of our civil service in the effectiveness of motivation on increased productivity.
  • Acquaint the Ebonyi state civil service commission on the usefulness of promotion ( a motivating factors) as it affects job satisfaction and improved productivity and development.
  • Act as a veritable resource document to students and researchers of motivation and productivity.

1.5 SCOPE AND LIMITATION OF THE STUDY

The study will cover Ebonyi state civil service commission which is the regulating body for all ministries in the state. This in a wider perspective is a study on motivation as it affect the entire civil service work force of Ebonyi state.

  • One of the limitation if this study is that most civil service lacks the zeal to respond to the items of questionnaire.
  • Some are afraid due to the fact that you might expose them to be hands of the powers that be. All these had a limiting reach out on the research this study.

1.6 HYPOTHESIS

The following hypothesis would be tested:

H1: There will be a significant effects of motivation on job satisfaction in the Ebonyi state civil service.

H2: There would be no satisfaction among Ebonyi state civil servants.

H3: There will be a significant difference on the job

satisfaction between senior civil servants job and junior  civil servant who are highly motivated.


1.7 THEORITICAL FRAME WORK

Many management theories on motivation have been propounded, but the theories of Abraham Maslow and Frederick Herzberg will be briefly examined in this paper because of this practical application to the managers profession.

Abraham Maslow’s theory proposed that motivation can be understood as resulting from a hierarchy of needs.  He needs starting the most basic the physiological needs (eating, drinking resting etc) progress upward to security needs (pension, health, Insurance etc) to belongingness or the need to love and be loved to meet for self-esteem, self-confidence, recognition, adoration to be give importance, status etc

Herzberg (1959) in his two factors theory of motivation advances that a work environment makes workers happy or unhappy. According to Herzberg, incident which make workers happy include achievement, recognition, interesting work, responsibility and professional growth. These he called motivators the these factor are intrinsic and work itself, they make for actualization and growth. Extrinsic factors,  Hetzberg  called these factors “hygiene” factors, it has been established that the organizational climate in small way effects motivation.

1.8 OPERATIONAL DEFINITION OF TERMS

  • Motivation is an internal psychological process whose presence or absence in inferred from observed performance, which involves hardworking and efforts.
  • Compensation is anything that is regarded as an equivalent, it also include financial reward provided to employees for the return of their salaries.
  • Department referred to important division of an organization into section or units i.e. a sub-section of an organization, which may take place in government, schools, business environment etc. All the staff in each department constitute growth of that department, and also the development of the organization at large, this means working towards achieving the co-operate goals of the organization, this to called unit of direction.

PROJECT TOOIC : ROLE OF A MOTIVATED WORKFORCE IN THE DEVELOPMENT OF A STATE (A CASE STUDY OF EBONYI STATE CIVIL SERVICE COMMISSION)

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