EFFECTS OF THE APPLICATION OF HERZBERG THEORY OF MOTIVATION ON STAFF PERFORMANCE IN THE STATE CIVIL SERVICE A CASE STUDY OF MINISTRY OF AGRICULTURE AND NATURAL RESOURCES, UYO

TABLE OF CONTENTS
Pages
Title Page – – – – – – – – – i
Approval page – – – – – – – – – ii
Certification – – – – – – – – iii
Dedication – – – – – – – – – iv
Acknowledgements – – – – – – – – v-vi
Abstract – – – – – – – – – – vii
List of Tables – – – – – – – – – viii
Table of Contents – – – – – – – ix-xii
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study – – – – – 1-3
1.2 Statement of the Problem – – – – 3
1.3 Objectives of the Study – – – – – 4
1.4 Research Questions – – – – – – 4-5
Pages
1.5 Significance of the Study – – – – – 5
1.6 Scope of the study – – – – – – 5
1.7 Limitations of the Study – – – – – 6
1.8 Organization of the Study – – – – – 6-7
1.9 Definition of Terms – – – – – – 7-8

CHAPTER TWO
REVIEW OF RELATED LITERATURE
2.1 The Conception Herzberg Theory of Motivation – 9-10
2.2 Mcgregor’s X and Y Theory of Motivation – – 10-11
2.3 Herzberg Theory Of Motivation – – – – 11-12
2.4 Maslows Theory of Motivation – – – – 12-13
2.5 Characteristics of Herzberg Theory of Motivation – 13-14
2.6 Implication of Herzbergs Theory Of Motivation – – 14-14
2.7 Enhancing Motivation in an Organisation – – – 15-16
2.8 Interventions For Enhancing Motivation – – – 16-23
Pages
2.9 Ways of Making Herzberg Theory More Effectively
In Motivating Employee – – – – – 23-25

CHAPTER THREE
RESEARCH METHODOLOGY
3.1 Research design – – – – – – 26
3.2 Population of the Study – – – – – 26
3.3 Sample and Sampling Technique – – – 26
3.4 Instrumentation – – – – – – 27-28
3.5 Method/plan for Data Analysis – – – 28
3.7 Problems of Data Collection – – – – 29
CHAPTER FOUR
DATA PRESENTATION, ANALYSIS AND
INTERPRETATION
4.1 Analysis of Research Questions – – – 30-37
Pages
4:2 Discussion of Findings – – – – – – 37-39

CHAPTER FIVE
SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS
5.1 Summary of findings – – – – – – 40-41
5.2 Conclusion – – – – – – – – 42
5:3 Recommendations – – – – – – 42-43
References
Appendixes

LIST OF TABLES Pages

Table 3.1: Sample selection – – – – – – 27
Table 4.1.1: Responses to research question one – – 30
Table 4.1.2: Responses to research question two – – 32
Table 4.1.3: Responses to research question three – 34
Table 4.1.4: Responses to research question four – 36

CHAPTER ONE
INTRODUCTION

BACKGROUND OF THE STUDY
The two factor theory was introduced by Fredrick Herzberg in (1959). He suggested that there are two kinds of factors that affect motivation, and they do it in different ways:
Hygiene factors: A series of hygiene factors create dissatisfaction if workers perceived them as inadequate or inevitable yet individuals will not be significantly motivated if these factors are viewed as adequate or good. Hygiene factors are extrinsic and include factors such as salary or remuneration, job security and working conditions.
Motivators: they are intrinsic factors such as sense of achievement, recognition, responsibility and personal growth. The hygiene factors determine dissatisfaction and motivators determine satisfaction. Herzberg theory conforms with satisfaction theories which asserts that a satisfied employee tends to work in the same organization but this satisfaction does not always result in better performance
However, Herzberg theory of motivation simple is based on the fact that if the workers put in their best, there is hope that the employer will reciprocate by rewarding the workers. While the workers are working hoping thing will change for better, the employer also expects the employees to do their best as they will sometime be compensated, (Usman 2010),
However, at the core of the theory is the cognitive process, the different motivational elements. This is done before making the ultimate choice. The outcome is not the sole determining factors, but it is the making of the decision of how to behave, (Opuene, 2006).
Expectancy theory is about the mental process regarding choice or choosing. It explains the process that an individual under goes to make choice. This is the more reason why Onyechachi, (2008) cited Vroom (1964) that expectancy theory emphasize the need for organization to relate reward directly to performance and to ensure that the rewards provide are those rewards deserved and wanted by the recipients.
Akwa Ibom State Ministry of Agriculture and Natural Resources has its headquarters at block 1, 2nd and 3rd floors, Idongesit Nkanga Secretariat Complex Uyo.
However, this project work is carried out to basically evaluate the effects of the application of Herzberg theory of motivation on staff performance in the civil service.

STATEMENT OF THE PROBLEM
One of the problems confronting most organizations is motivating workers to performed assigned tasks to meet or surpass predetermined standard. Human behaviors is determined by a person’s continues motivation until the person behaves well, this has to do with psychological process that gives behaviour purpose and direction.
Since it is not easy to motivate an individual, the success of any organization depends on the extent to which the motivation meets the needs of the individual employee for whom it is intended.
However, this research work seeks examine the effects of the application of Herzberg theory of motivation on staff performance.

OBJECTIVES OF THE STUDY
The following are the objectives of the study:
To examine the effects of the application of Herzberg theory of motivation on staff performance.
To analyse some of the characteristics of Herzberg theory.
To assess some application of Herzberg theory of motivation
To analyze some application of Herzberg theory in an organization.
To analyse some of the limitations of Herzberg theory on both the employee and the employers performance.
To ascertain the observable advantages of Herzberg theory of motivation.
To suggest ways of making Herzberg theory more effective in motivating employees.

RESEARCH QUESTIONS
What are the effects of the application of Herzberg theory of motivation on staff performance?
What are some of the characteristics of Herzberg theory?
What are the implications of Herzberg theory in an organization?
What are the limitations of Herzberg theory on the organization?
What are the advantages of Herzberg theory of motivation?
To suggest ways of making Herzberg theory more effective in motivating employees?

SIGNIFICANCE OF THE STUDY
This research project will provide critical information on the effects of the application of Herzberg theory of motivation on staff performance in an organization. Furthermore, it will highlight some obstacle hindering staff performance in the civil service. In other words, it will be a veritable source of reference to other researchers, like students who may wish to carryon further research undertaking in the field.

SCOPE OF THE STUDY
This research work centers on the effect of the application of Herzberg theory of motivation on staff performance in the civil service. (A case study of the ministry of agriculture).