CHAPTER 1
1.1 BACKGROUND OF THE STUDY
Hornby (2010) defined an employee as “a
person who is paid to work for somebody” (p.480). The International
Labour Organization elaborate this definition by stating that employees
are people who work for a public or private employer and receive
remuneration in wages, salary, commission, tips, piece rate, or pay in
kind. It is important to know that an employee is one who under a
contract is employed by an employer in either a private or public entity
of an organization to work for that particular organization, with a
reward at the end of the work, be it a salary, wage etc on daily, weekly
or monthly basis
In addition to this view, a Nigerian employee should not only be a salary, wage, etc earner, he/she should be given the liberty
that is tohave a voiceor freedom to contribute inthe decision making of the organizationand should have the right to quit
with genuine reasons and can be feared when he/she breaches the law with strong query before that.Employee motivation
Among financial, economic and human
resources, the latest are more essential and have the capability to
endow a company with competitive edge as compared to others (Rizwan&
Ali 2010). Employee performance fundamentally depend on many factors
like performance appraisals, employee motivation, employee satisfaction,
compensation, training and development, job security, organizational
structure and others, but the area of study is focused only on employee
motivation as this factor highly influence the performance of employees.
Employee motivation is one of the policies of managers to increase
effectual job management amongst employees in organizations (Shadare et
al, 2009). A motivated employee is responsive of the definite goals and
objectives he/she must achieve, therefore he/she directs its effort in
that direction. Employee motivation is
affected by both personalcharacteristics
as well as workplaceenvironmentOrganizations benefit from „engaged
workers” in a number of ways. Two-way communication helpsto shape
employees perceptions and aid the company in understanding employee
better. Employee satisfactionhas positive influence on customer
satisfactions in the service industry (Harte, Schmidt, &Hayes,
2002). In addition, for organizations to achieve effective
organizational managementtheremust be a free follow of communication
between the employers andthe employees in the organization. The employee
should be carried
along in the decision makingof the
company, it helps to reduce grapevine in work place. It is obvious to
know that a satisfied employee works with enthusiasm in other to satisfy
customersand achieve the organizational goals, while the reverse is the
case to anunmotivated employee.Benefits of Employee Motivation in
Nigerian OrganizationsThe importance of employee motivation in Nigerian
organizationscannot be over emphasized, because it provides the
following benefits:
. Improves level of efficiency of
employees.The level of a subordinate or anemployee does not only depend
upon his qualifications and abilities. For getting best of his work
performance, the gap between ability and willingness has to be filled
which helps in improving the level of performance of subordinates. This
will result intoincrease in productivity, reducing
cost of operations, and improvingoverall efficiencyin the work place(Adi, 2000).. Puts human resources into action
Every concernrequires physical,
financial and human resources to accomplish the goals. It is through
motivation that the human resources can be utilized by making full use
of it. This can be done by building willingness in employees to work.
This will help the organizationsin securing best possible utilization of
resources (Rothberg, 2005).
Builds friendly relationshipMotivation
is an important factor, whichbrings employees satisfaction. This can be
done by keeping into mind andframing an incentive plan for the benefit
of the employees. This could initiate the following things:Monetary
andnon-monetary incentives,Promotion opportunities for employees,
disincentives for inefficient employees.Industrial dispute and unrest in
employees will reduce,theemployees will be adaptable to the changes and
there will be no resistance to the change,this will help in providing a
smooth and sound concern in which individual interests will coincide
with theorganizational interests;thiswill result in profit
maximizationthrough increased productivity (Anka, 1988. Leads to
achievement of organizational goals.The goals of an organizationcan be
achieved only when the following factors take place:-There is best
possible utilization of resources, there is a co-operative work
environment,the employees are goal
-directed and they act in a purposive
manner, goals can be achieved if coordination and cooperation takes
place simultaneously which can be effectively done through
motivation(Anka, 1988) Leads to stability of work force
Stability of workforce is very important from the point of view of reputation and goodwill of a concern.
Theemployees can remain loyal to the
organization onlywhen they have a feeling of participation in the
management. Theskills and efficiency of employees will always be of
advantage to employersas well as employees. This will lead to agood
public image in the market, whichwill attract competent and qualified
people into a concern. As it is said, “Old is gold” which suffices with
the role of motivation here, the older the people, more the experience
and their adjustment into a concern which canbe of benefit to the
organization(Rothberg, 2005)
Therefore this research seek to provide an evaluation of motivational policies in enhancing employee
Performance in the public service.
1.2 STATEMENT OF THE PROBLEM
Employees constitute a vital resource of the organization in the civil service.
As a driver of organizational productivity , progress, and attainment of broad and sub objectives
Of the organization. However in the culture of Africa and in Nigeria employee performance
Can be only maximized if they are well motivated with the right motivational incentives.
Employees cut across defferent levels of cadre in the organisation as such proper motivational policy
Should be formulated and implemented if
the civil service must maximize the performance of its work force. It is
perplexing to note that the average attitude of the Nigerian worker to
perform effectively at work lies on his being properly motivated.;
otherwise what we find is redundancy,lateness to
work,absenteeism,abandonment of duties, procrastination and gross
misconduct .
Therefore the problem confronting this
research is to profer an evaluation of motivational policies in
enhancing employee performance in the public service.
1.3 RESEARCH QUESTION
1 What is the nature and significance of motivational policies
2 What is the impact of motivational policies on employees performance
3 What is the nature , significance and impact of motivational policies on employee performance
In Imo state civil services.
1.4 OBJECTIVE OF THE RESEARCH
1 To determine the nature and significance of motivational policies in the public service
2 To determine the impact of motivational policies on employee performance in the public service
3 To determine the nature ,significance and impact of motivational policies on employees performance
In imo state civil services
1.5 SIGNIFICANCE OF THE STUDY
The study shall highlight motivational policies for employee performance in the public service
It shall profer the impact of motivational policies on the performance of the employee
The study shall also serve as a source of information to managers and other professionals in the public service
1.6 STATEMENT OF THE HYPOTHESIS
1 Ho Employee productivity in Imo state civil service is low
Hi Employee productivity in imostate civil service is high
2 Ho Motivational policies in imo state civil service is not significant
Hi Motivational policies in imo state civil service is significant
3 Ho Impact of motivational policies on employee performance in imo state civil service
Is low
Hi impact of motivational policies on employee performance in imo state civil service
Is high
1.7 SCOPE OF THE STUDY
The study focuses on the evaluation of motivational policies in enhancing employee performance in the
Public service with a case study of imo state civil service
1.8 DEFINITION OF TERMS
MOTIVATION DEFINED
motivation is viewed as a process of
stimulating people to achieve organizational tasks as well as process of
stimulating oneself to action to gratify a felt need
(Ajibola, 1976). In addition to this,
Ajibola point out that employees are beingencouraged to achieve not only
the organizational goals but also their own goals through motivation.
This shows that organizations cannot do without the employees as their
bedrock (employees) in achieving success.
EMPLOYEES DEFNED
Hornby (2010) defined an employee as “a
person who is paid to work for somebody” (p.480). The International
Labour Organization elaborate this definition by stating that employees
are people who work for a public or private employer and receive
remuneration in wages, salary, commission, tips, piece rate, or pay in
kind. It is important to know that an employee is one who under a
contract is employed by an employer in either a private or public entity
of an organization to work for that particular organization, with a
reward at the end of the work, be it a salary, wage etc on daily, weekly
or monthly basis
In addition to this view, a Nigerian employee should not only be a salary, wage, etc earner, he/she should be given the liberty
that is to have a voice or freedom to contribute in the decision making of the organization
ORGANISATION DEFINED
it is “an organized or cohesive group of
people working together to achieve commonly agreed goals and
objectives.... The basic objectives of most commercial organizations are
to create a product or service that customerswil
l buy, thus creating profit (McGovern,
1999). However, not all organizations are for profit making. Some are
service based. The hope of achieving goals and objectives may be the
same, but the functions and activities will definitely differ.
ORGANISATION MANAGEMENT DEFINED
Organizational management is defined as
“a process of planning, organizing, leading and controlling the effort
of organization members and resources within an entity with the overall
aim of achieving its objectives. The organizational management of a
business needs to be able to make decisions and resolve issue in order
to be both effective and beneficial. (Business dictionary.com). These
simply highlight that for an effective organizational management, the
basic function of management must be present and this alone cannot work
without the resources and most importantly the lubricate of any
organization which is the employee. This shows how important an employee
is to the success of every organization.The relationship that exists
between employee motivation and organizational management is very
crucial; they are intertwined, an organization cannot work in isolation
without the employees, because they serve as the engine that keeps the
organization going. Therefore, where decisions are taken the employees
must beput into cognizance,to achieve a long-lasting goal in the
organization A motivated employee is a valuable asset, who candeliver
immense value to the organization in
maintaining and strengthening it business and revenue growth.