1.1. Background of the Study
It is widely recognized in the human
resource literature that promotion of the motivation of workers in both
private and public organisations leads to a higher quality of human
resources and optimum performance. Consensus is also growing among
managers about the significance of combining good human resource
performance approaches on motivation incentives to encourage good
performance. Local Government Education Authority (Ajeromi-Ifelodun) a
re-known government organisation is not an exception and the notion of
workers motivation and good performance outcomes is not new. As the
organisation seeks to improve its workers performance severe challenges
exist to achieve the overall objective of the organisation to extend
adequate motivational incentives to its entire population.
Motivation theory can help us to
consider the different investments which can be made in people.
Investment in workers through motivational measures are made today with
the hope of future benefits for an organisation. “In a world
characterised by competition, customer focus and the need for speed and
flexibility, in order to get the results you want, you still have to
depend on your people to carry the day” (Storey, 2001:9). This therefore
makes it a necessity to employ “talented individuals, who need to be
developed, motivated, rewarded and provided with the organisational
cultures and work processes that will make them to be successful” (Hay
group, 2000 in Storey, 2001: 9).
The study makes a critical analysis of
motivation and workers performance in Local Government Education
Authority and identifies several motivation incentives that can help
boost better performance. Its central question is: Why are workers not
performing as expected? Its assumption is that qualified and skilled
workers have assumed their rightful positions based on the job
description and specification but their performance is not satisfactory.
The research examines whether this is due to limited or inadequate
motivation measures to induce good performance.
In order to do this
analysis, this research used a conceptual framework that relates the key
concepts of intrinsic, extrinsic motivators and performance management
approaches to work and organisational performance. It also engaged the
use of three motivation theories in its theoretical framework.
1.2. Statement of the Study
This study had its focus on motivational
measures and the civil servants in Local Government Education Authority
is located at Ajeromi Ifelodun (Local Government), handling affairs of
Primary and Junior Secondary school Teaching and Non-teaching Staff in
Out of a total of approximately 72
members of staff 40 were made to respond to the questionnaires. The
success or failure of any organisation depends greatly on the type of
human resources it has (Mabonga: 2000). Human resources translate all
other resources in an organisation into visible products (Mabonga:
2000). Bearing that in mind it is important that organisations pay extra
attention to their workers in order to attain optimum efficiency and
effectiveness at the workplace.
With the current state of affairs in the
nation in general as relating to the workforce motivation makes it
necessary to temper this optimism with caution. “The workers are on
strike again.” Over what? “They are asking for another pay rise after
the one granted just a few months ago.” What more do they want? These
statements and comments and many similar ones are reported frequently in
the news and are commented upon by watchers of development in various
industry and service organisations. The questions are often asked as to
what workers in general want from their employers. Can there be an end
to the clamour for increases in wages? Why do workers work and what
induces them to give of their best? Money only plays the role of common
denominator of all things. There is a general notion that if only
government can identify other things that can motivate the workforce
apart from money, perhaps there will be a dramatic reduction in the
demand by workers for pay rises. Less time will be spent on the annual
ritual of management/workers union negotiation meetings (Badu, 2010).
The general problem inherent in the
organisational set up is low salaries, irregular promotional structure,
lack of infrastructures and lack of recognition of workers achievements.
All these tend to dampen workers morale and consequently affect their
performance. The aim of this research therefore is to find out the type
of incentive package that needs to be given to Workers of and whether
workers, given the right incentives other than money can put in their
best to contribute to the productivity and growth of the organisations
to achieve the set objectives.
1.3 Objective of the Study
The main objective of this study is to
identify obstacles hindering workers performance, in Local Government
Education Authority. The specific objectives are:
- To establish which motivational measures are currently in place and how effective are these.
- To establish whether a positive relationship exists between motivational measures and improved performance.
- To establish ways to improve the performance and motivation of workers.
1.4 Research Questions
The researcher formulates the following questions to serve as a guide to the study. They are as follows:
- What are the reasons for either under or over performance in Local Government Education Authority?
- What motivation measures are currently in place and to what extend do they motivate the staff?
- What alternative motivational measures can be identified in order to
ensure improvement in workers performance in Local Government Education
1.5 Statement of Hypotheses
The statistical influence will be tested on the following:
- There is no significant difference between employee motivation and their performance on the job.
- There is no significant relationship between employees’ productivity and their levels of motivation.
1.6. Significance of the Study
- The findings from this study will help to highlight those areas
where there are problems among staff and thus will be of great benefit
to the management of organizations and policy makers.
- The results of this study would hopefully be significant in the
sense that it would enable both the management and the labour union to
better understand how the various incentive packages could be harnessed
to inspire staff to increase and sustain productivity.
- The findings from this study would help to further highlight the
likely problems of frustrations and how motivation can be used to either
reduce or eliminate these problems amongst staff of the organisation.
1.7. Scope of the Study
The scope of this study will be limited
to Local Government Education Authority located along Apapa Oshodi
express way Oto Whalf, Ajeromi-Ifelodun, Lagos State. Local Government
Education Authority Ajeromi-Ifelodun is a district office under the
umbrella of Lagos State Universal Basic Education Board (LSUBEB). The
district is handling the affairs of Primary and Junior Secondary school
of Teaching and Non-Teaching Staff in Ajeromi-Ifelodun. It has a
workforce of 72 made up of 1 education secretary, 15 senior staff and 56
The focus of this study is "Motivation' a
tool for employee performance and productivity" in the organization.
Data for this study are obtained from responses from the workers of the
organisation through questionnaire method.
1.8 Limitation of the Study
In studies of this nature, time and
finance have often posed much limitation especially in the production
and distribution of questionnaires. Lack of co-operation by the
respondents resulted in low response, wrong information and return of
1.9 Definition of Terms and Concepts
Motivation: This is
defined as an encouragement in the form of rewards expected or obtained
that influenced an employee or an individual to put more on the work
activities willingly and enthusiastically.
Motive: This is
internal state of disequilibrium, which cause individual to pursue
certain course of action in an effort to regain internal equilibrium.
Production: This is the
rate of output to input in other words, it is the degree to which an
actual meets with the expected standard performance.
Reward: These are gains that come as a result of performing a duty. It can either be expected or obtained.
Incentives: These are
payments made to employees over and above their basic pay in order to
encourage them to increase output. The payment is paid or made on the