THE IMPACT OF MOTIVATION ON LOCAL GOVERNMENT STAFF EDUCATION ( A CASE STUDY OF UYO LGA)

CHAPTER ONE

INTRODUCTION

1.0      BACKGROUND OF THE STUDY

The need to motivate workers in an economy like our is the concern of manager of both private and public established. There is the need for managers to understand and accommodate various people that work in one organization for the purpose of increasing productivity and for them to induce personnel to do their job, the manager’s needs to understand different behaviours that workers exhibit in an organization.

The motivation of administration personnel of local education Authority, Dutsin – ma is not an exception as their performance behaviour is akin ti that up others organization in Nigeria.

It is this premises that we intend to take a look at the situation with a view if finding solution to them, or at least reduce the incidence of low productivity. It is also my hope that at the end of this exercise, the picture would be clearer in the area of motivation and increased productivity in the organization.

An organization is composed of people who interact at different levels toward achieving a certain goal. Management therefore creates and maintain an environment which individual work together in-group towards the accomplishment of the set objectives Fadeyi (1976).

The success of an organization is contingent on the performance or effective ness of workers in that organization. The management in that organization. The management has the responsibility to study how best to induce or motivate the employees to put in their best. This could be done through the management study, the organization adopts to increase productivity.

The management also ensures that the rate of staff turnover is highly reduced to the best barest minimum. This study revolves around the techniques of motivation employed by the management of Local Education Authority Dustin – ma and whether the techniques when properly planned and applied could increase productivity of such organization. Any organization that does not recognize the importance of motivation could hardly increase productivity and retain staff for quite long.

It is determination of this work of researcher to examine the various component of motivation, which are essential to establishing and sustaining productivity through effective performance, as workers are most valuable assets in an organization that is service oriented.

1.1   STATEMENT OF THE RESEARCH PROBLEM

There is hardly any organization that can progress without adequate motivation of its workers. The importance of motivation in any organization cannot be over emphasized.

A critical examination of our governmental organization and local organization for that matter reveal scale inadequacies. It is possible to immediately point the high degree of inadequacies – the cause and possible solution. The attitude of workers is generally negative and characterized by dissatisfaction, frustration, lack of interest and communication.

An individual group with this kind of unhealthy disposition cannot be in a position to voluntarily cooperate to the full extend of their ability in the interest of the organization. The aim of all organizations is to fully utilize its human resources to the fullest towards the attainment of it objective; such attitude to work is determine to the survival of any organization.

The question arises, how can we gain and sustain employee motivation for quality and productivity? Wayne (1989) state that “There has been a declines in the rate of Industrial Productivity both in private and public”.

Although government has continued to make efforts towards motivating its workers the recent nationwide strike shows that there is much to be desired. It is very difficult to say categorically that motivational effects fully meet the yearnings and aspiration of civil servants.

There is a need to handle workers to perform since their services are vital to the development of the society.

1.2      AIMS AND OBJECTIVES OF THE STUDY

The aims and objectives of the study research are as follows.

1)  To understand how subordinates motivate subordinate to behave in a way that will move the organization towards its objectives.

2)  To find out the motivational differences that exists among the various levels of management.

3)  To find out the effects of motivation on the staff of Local Education Authority Dutsin - ma

4)  The research is aimed at finding out the extend to which motivation in a work place increase or decrease productivity.

5)  The research will offer useful suggestions on how to improve the work situation in an organization.

6)  To enable further research into the organization with a view to increasing the level of productivity.

7)  To serve as basis of research into other areas of interest in the organization

1.3      SIGNIFICANT OF THE STUDY

Employee productivity has been very low in the country. The problem appears to have become compounded due to continuous increase in workforce of both private and public sectors of the economy.

The situation is more worrisome in the public sector where employment of employee does not depend on rather reduction of unemployment and satisfaction of political desire.

The aim of any organization is to render services or make profits and the attitude of employees to work need to be continually studies as human beings are unpredictable.

The need for such studies was identified since the industrial relation by theorist in an attempt to improve workers condition towards increasing productivity. 

The federal, state and local government spend millions Naira on staff salaries alone yearly, while the amount spend does not commiserate with output, there is need to check his imbalance.

Furthermore, employers are always kin to know how the cause of employees attitude and behaviour with a view to motivating them to sustain increased productivity. Through many theorists exist on motivation, most differ in what they implicitly suggest to administration to do in order to obtain effective performance from their employees.  Effective performance from their employees.

Nigeria a peculiar problem arising from absenteeism, lateness to work and outright condiment from duties and this has affected productivity generally and the need to carry out studies that will lead to the performance of the organizational task cannot be exhaustive.

1.4      SCOPE AND LIMITATION OF THE STUDY

It is important to define the scope and limitation of this research work with respect to coverage and time dimension.

The reactions of such boundaries are usually necessary due to the problems posed by the organization of large data.  

This study is therefore confirmed to impact of motivation on staff performance as it relates to administrative staff of Local Education Authority Dutsin – ma. Time and money has been the constraint in the exercise.

The time given for this research was too short to warrant intensive research work and financing of the work also contributes. The amount of money required will not be easily sourced.

Any attempt to estimate time and money make the exercise unattainable. It is hope that the study will serve as a representative sample to others local education authorities in Katsina state whose inductive finding will be generally applicable.

Finally other scholar will undertake similar researcher in the future to put the organization in its true perspective for the entire state

1.5      OPERATIONAL DEFINITION OF TERMS

For clarity, the following terms are used in this study.

Motivation: This can be defined as an internal zeal, which activates ones behaviour towards achieving a goal others see motivation as a process of inducing an individual to perform a given task in order to achieve his as well as the organization objectives.

Incentives: It is that which serves as stimulus to action with the use of money or other forms of rewards not stipulated in the terms of employment e.g. loan, health scheme.

Job Satisfaction: It is the attitude feeling, sentiment which employees has towards his/her work. It is determined by the job content. Such as responsibility and advancement as well as job conditions

Fringe Benefits: This refers to reward paid in addition to employee’s lunch, provision of care Kilometer allowance, telephone allowance, education for children, leave grant, housing etc.

Morale: This simply means an individual state of mind, which in the event of any given activity affects performance of any given task. Good or high morale produce confidence optimum, enthusiasm and inner drive to succeed. Lower morale produces negative attitude towards job performance.

REFERENCES

Abraham H.M: (1943):                  A theory of human motivation, Psychological Review Vol. 1.

Macfar Land D.F (1976):               Management Foundation and Practices: Publication and Practices.

Saul W.G (1968):                           Motivating men with Money: Fortune, Magazine March.