FACTORS RESPONSIBLE FOR LOW PRODUCTIVITY AMONG EMPLOYEES IN THE NIGERIA PUBLIC SERVICE
ABSTRACT
This work attempts to reach into factors responsible for low productivity among employees in the Nigeria public service (power sector) Nigeria which has often been described has giant of a Africa has a lot of minerals and materials resources however, the level of work ethnic is either low because of poor attitude to work among Nigeria in collaboration with this view Nigeria former president Shagan (1982) described Nigerians attitude to work as one of the worst in the world the work covers a review of authorities and pedants as Ogunna (1995) who lamented that Nigeria has a lot of mineral and material but the level of work by the workers is low because of poor attitude to work among the citizens and many other authorities. The research methodology adopted includes consultation of book journals use of seminars papers government publication visits to companies and administration of questionnaires data general was analyzed using the simple percent method the result showed that giving of incentives to workers for in the public can go along way in improving productivity the conclusion thus is that there is need for the government to reward the workers for good which can only improve productivity. The study recommends that worker should cultivate the habits of handwork labor managers should also give non financial incentives to workers for work well done and many more.
CHAPTER ONE
1.0 INTRODUCTION
1.1 BACKGROUND TO THE STUDY
Ever since Nigeria because cento cephalous to data, she has been a country entrapped by political chaos, high level economy depression discrimination and lack of motivation. All these necessitated low productivity among the employees of the Nigeria public service Ejiofor 1983:320 productivity is the positive contribution of an individual an organization or system to the multi furious need of the community state of nation. According to (Hick H.E, 1972:45) consequently. Public servants irrespective of the numerous resources existing in the economy as well as several others continue to stiff or from low productivity. The low productivity of the Nigeria public services according to (Betts P.N. 1993:45) has been a subject of getting very impatient with the public workers (Ejiofor 1980:170). We all know that productivity is the key factor in development and economic prosperity. While low productivity is the bane of under developed societies ,(Amaka 1981:23) development calls for higher productivity this is why it is very important to know actually what is wrong with the Nigeria public servants.
The aim of this study is therefore to examine the cause of low productivity in Nigeria public service It is generally believes that public servant productivity in Nigeria is very low. This is partly because Nigeria workers have not developed the right attitude to work their counter part in the developed nation. The typical Nigerian workers does not seem top have value for work concept perhaps as a means of earning his livelihood (V. room V.TT, 1964:49). The Nigerian public servants seem to give impression that he is working because he need a job for his survival and no more. This problem of lack of commitment seems to be more. Pronounced in our public sector or institutions. The questions that readily come to mind are: what are the cause of this poor attitude to workers why do Nigeria public servant appear dissatisfied at the work plac3e. These and many more are the question we shall consider in this study.
1.2 OBJECTIVES OF STUDY
It is purpose of this study to find put
i. The factors responsible for the general poor attitude to work for the Nigeria public servants.
ii. To find out whether the public servant arte highly motivated or not.
iii. This study helps draw attention to the human component of productivity and the need for proper strategy to utilize the human potential.
All these from the objective of the work the study has been assignment with in it scope to examine and bring to notice the factors responsible for low productivity among employees in the Nigerian public services. However we shall limit our research to the public servants in power holding sectors Owerri Imo State.
1.3 SIGNIFICANCE OF THE STUDY
This area of research is very important in countries like Nigeria where the system reward for labour is essentially very low it is on the basis of this research that more of the factor, which affect productivity can be identified. The research will be useful to policy makers and scholars of public administration who would make use of them recommendation on how to solve the low productivity.
1.4 DEFINITION OF TERMS
1. Public servant: is someone who work for the government in any of it prostates or sources that is elected.
2. Public service: this is the government organization which renders service to the people it is also an institution through which government services are implemented.
3. Motivation: motivation is that which cause an individual to change his or her behavior in a directed end. It is also hypothesized state within an organism that propels the organization towards goal.
4. Morale: morale is the amount of confidence, enthusiasm, determination etc. that a person or a group has as a particular time.
5. Productivity: productivity is defined as the positive contribution of an individual an organization or system to the multifarious need of the community state of nation.
REFERENCES
1. V. room VN(1964)work and motivation john Wiley new York
2. Todaro A.K. (1975) personnel management in Nigeria Ethopia publishing co operation Benin
3. Hick He (1972) the management of organization a system of human resources approach Mac grow hill company New York
4. N room V H (1964) work and motivation john Wiley New York
5. McCormick’s and Tiffin supervisory
6. kett Etal (1975) theory of motivation and leadership
7. Anene J (1982) research about workers healthiness
8. Macronika (1988) theory of motivation john wily New York.
9. Ejiofor (1987) supervisory management
10. Ejiofor (1980) foundation of business admin.
11. Charles N and Charles (1984) supervisory Eison, London
12. Gany D (1988) new jersey
