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.             

TABLE OF CONTENTS

Tite Page                                                                                                                     i

Certification Page                                                                                                       ii

Dedication                                                                                                                  iii

Acknowledgement                                                                                                      iv

Abstract                                                                                                                      v

CHAPTER ONE: INTRODUCTION

1.1: Background of the Study                                                                               1

1.2: Statement of the Problem                                                                              2

1.3: Objective of the Study                                                                                        3

1.4: Research Hypotheses                                                                                           3

1.5: Significance of Study                                                                                          4

1.6: Scope of the Study                                                                                              4

1.7: Limitations of the Study                                                                                      5

CHAPTER TWO: LITERATURE REVIEW

2.1: Concept of Public Service                                                                                   6

Brief Historical Perspective on Development of Public Service in Nigeria        9

2.3: Characteristics and Classification of Public Service.                            10  

2.4: Reasons for the Establishment of Public Service.                                17

2.5: The Concept of Motivation                                                                  19

2.6: Theories of Motivation                                                                20

2.7: Methods for Motivating Employees                                                       33

2.8: Motivational Approaches in Organisations                                             39

2.9: Benefits of Motivation                                                                          50

2.10: Problems of Motivation                                                                          51

2.11: Determinants of Motivation in the Public Service                         54

CHAPTER THREE: RESEARCH METHOD

3.0: Research Design                                                                                  60

3.1: Area of Study                                                                                                      60

3.2 Data Source                                                                                                          61

3.3: Population of the Study                                                                        61

3.4: Sample and Sampling Technique                                                             62

3.5: Data Collection Instrument                                                                 62

3.6: Validation of Instrument                                                                 63

3.7: Reliability Test                                                                                         64

CHAPTER FOUR: PRESENTATION AND ANALYSES OF DATA

4.1: Presentation of Data                                                                            66

4.2: Analysis of Data                                                                                                  69

CHAPTER FIVE: SUMMARY OF FINDINGS, RECOMMENDATIONS AND CONCLUSION

5.1: Summary of Findings                                                                           77

5.2: Recommendations                                                                             80

5.3: Conclusion                                                                                                           81

REFERENCE                                                                                                           82

APPENDIX 1

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