ABSTRACT
The purpose of this study is determine the effect of motivational modern on the impact of motivational model on the impact of motivation on staff overall performance in ministry of education, headquarters Ebonyi and their management efficiency. To guide the study, for research questions were formulated. A review of literature was done to expose the researcher to what gas already been done to ensure ground based for reviewing books journals, etc. A structure questionnaire were developed and administered by the researcher to 120 respondents percentages were used to analyze the research questions. Findings were made and recommendations based on the finding were also made. Also summary discussion implications of the study, suggestions for the study, suggestions for further research and the conclusion were highlight in the study.
CHAPTER ONE
INTRODUCTION
BACKGROUND TO THE STUDY
Ideally, the task of administration is to develop government workers who are able to tailor and utilize. The resources in the working society to their own needs. Motivations will always need the timeliness, sensitivity and vision that any effective relationship with human growth and individuality demands. A legal and seductive assumption is that if working itself is well planned and efficient, motivation for what is being done should Meaty and Micely come along as well (Deci; 1980) Vaigas (1977) noted that when workers feel a strong need for what they are doing and the programme is well planned and stimulating with adequate informational feedback the easier the motivation to work increases. If this were not so motivation would not be the epidemic concern, it is for managers. Industry and business are filled with well designed, efficient programmes that are not very motivate part of the problem is efficiency itself. Motivation takes people to people skills and time like a good strategy is as an investment. It pays dividends but often no immediately. Also, because what motivates people is often beyond the inherent structure true of the knowledge or skill they are performing, it means managers have to plan for motivation in its own right, it cannot be rushed. The best way to see a motivational strategy is as an investment. It pays dividends but often not immediately. Also, because what motivates people is often beyond the inherent structure true of the knowledge or skill they are performing, it means managers have to plan for motivation in it’s own right, cannot be taken for granted (Johnson and Johnson, 1982).
The time continuing model of motivation is an organizational and for motivation planning it is a systematic structure for introducing or applying motivational strategies throughout a working sequences (Sanders, 1981). Sanders described motivation as an organizational and motivation planning is designing and organizing instruction so that the development and enhancement of work motivation is an essential part of it. He also stressed that the time continuum model of motivational helps managers to programmatically combined a series of motivational strategies from the beginning to the end of the work or project sequence so that a network of motivational influences is formulated.
According to Wodkowskit (1989), the main criterion for successful motivation planning, no matter what the instructional plan may be is that each time phase (beginning, during and ending) of the sequence of instruction for the particular project object includes significance positive motivation influence on the worker. He further listed out six basic basis questions for motivation planning as follows:
i. What can I do to establish a positive working attitude for this programme?
ii. How do I best meet the needs of my worker throughout this working sequence?
iii. What about this working conditions that will stimulate my workers.
iv. How is the effective experience and emotional climate for this programme positive for workers?
v. How does this working pattern increase or affect workers feeling of competence?
vi. How does this working pattern provides for my workers?
Knoueles (1980) contended that where a worker is motivated to work, they worker harder, learn more, have source of enjoyment and achievement, and want to continuing working. A manager working with motivated workers finds instruction move successful achieves greater satisfaction and avoids burnout. Based on the above, it is difficult to understand whether ministry of Education Ebonyi is achieving its objective or not. Moreover, issue of threats of retrenchment of workers has kept workers in fear and the position of the ministry among the top ones in the country has fallen and liquidity experience encountered this indicate some strength and weakness efficient and different hence even salaries are delayed.
BRIEF HISTORICAL BACKGROUND (OF MINISTRY OF EDUCATION)
We cannot talk about motivation of staff in the civil service without taking about the ministries that integrated to form the civil service. Ministry of education among other ministries, could be said to be exceptional in the sense that it is purely associated with acquiring and imparting knowledge and skills be it formal, non-formal or informal it could be said to be the bedrock other employees and employers in other ministries have passed through its one arm or another, in course of acquiring knowledge, so it is a pivot on which other ministries revolves.
Education ministry is as old civilization. This is because civilization started with exhibiting extra knowledge to better conditions of living, narrowed down to Nigeria “the ministry of Education Ebonyi could be seem to be as old as the advert of the Europeans or colonial masters” (Fafunwa A.B. 1974). They brought the idea of acquiring and imparting knowledge formally and established a ministry to be solely in charge. It came to limelight when the country was operating under the regional system, where we had Directorate of Education to three and later four regions of the country. This later metamorphosed to mysteries in 1967 with 12 states in the country.
1.2 STATEMENT OF PROBLEMS
i. It appears that the resources for serious operation for motivating staff in ministry of education are inadequate.
ii. There are the problems of motivating planning that liquidate and late payment of salaries occurs.
iii. There is problem of threat for retrenchment of workers.
iv. The problem of running the ministry by the management consultants.
1.3 OBJECTIVES OF THE STUDY
i. To ascertain to what extent human and non-human resources are adequate for serious operation of the ministry.
ii. To determine how problem of motivation planning leads to liquidity and late payment of salaries.
iii. To find out the course of threats of retrenchment to workers.
iv. To determine the problem of running the ministry with a team of management consultants.
1.4 SCOPE OF THE STUDY
The scope of this study is ministry of Education, Ebonyi made up of twelve department
