THE EFFECT OF MOTIVATION ON THE PERFORMANCE OF PUBLIC SERVICE EMPLOYEES

ABSTRACT

The purpose of this research work is to highlight the effect of motivation on performance of Federal  Dental  School.  Specifically,  the  study  aimed  to  pursue  following  objectives:  To determine the effect of promotion  on    productivity  of  Federal  Dental School, to ascertain the effect of adequate salaries and wages on creativity of Federal Dental School, to determine the effect of allowances on efficiency of  Federal Dental School, and to ascertain the effect of  good working environment on profitability of Federal  Dental School. The study was carried out in Federal Dental School in Enugu state. The study had population size of 463 out which a sample size of 210 was selected using taro Yamane’s formula at 5% error tolerance and 95% level of confidence. Instrument used for data collection was primarily questionnaire and interview. The total numbers of 210 copies of questionnaire were distributed while 190 copies were returned. The cross-sectional survey research design was adopted for the study. The four hypotheses were tested using chi square statistical tool. The findings indicate that promotion significantly affect productivity of federal dental, adequate salaries and wages    significantly affect creativity of Federal Dental School, allowances significantly affect creativity that motivation affect productivity of federal dental school and that. Good working environment significantly affect profitability of Federal Dental School.   The study concluded that motivation is tool for organizational effectiveness. The study recommends that Monetary rewards like bonuses, performance based rewards, should be provided to attract, retain and motivate employees for the performance of Federal Dental Schools.. Non-monetary rewards like autonomy, recognition and praise should be offered to employees to promote employee retention, loyalty and performance of employees.

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CHAPTER ONE INTRODUCTION

1.1       BACKGROUND OF THE STUDY

Managers within companies or organizations are primarily responsible to ensure the tasks or job is done through employees in the right way. To achieve this, these managers must ensure that they have a competent personnel department for the recruitment of the best employees that are capable to do the job. For the company to optimize  employee‟s performance  there  is  need  for  the  employees  to  be  sufficiently  motivated  because excellent services provided and offered by employees can create a positive perception and ever lasting image in the eyes of   customers and motivation of employee plays a major role in achieving high level of satisfaction among its customers (Petcharak, 2004).

Motivation guide people„s actions and  behaviors toward achievement  of some goals (Analoui, 2000). In work and other contexts therefore, motivation is often described as being intrinsic or extrinsic in nature (SansoneandHarackiewicz, 2000). Intrinsic motivation, deriving from within the person or from the activity itself, positively affects behavior, performance, and well being (Ryan andDeci, 2000). Extrinsic motivation on the other hand, results from the attainment of externally administered rewards, including pay, material possessions, prestige, and positive evaluations among others.

One of the most important strategy in improving employee performance in the public service is motivation. As a fast growing field of Research public service motivation focus on the motives and action in the public domain that are intended to do good for others and shape the wellbeing of society (Paryand Hondelem, 2008). Nearly twenty years ago,

Pary and Wise defined public service motivation as “an individual predisposition to respond to motives grounded primary and unique in public Institution and organization (Paryand  Wise 2008). As with any vibrant theory, Public service motivation has evolved in subtle but potentially important waysas 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

Contemporary research and observations show that well motivated employees are more productive and creative towards achieving company or organizational goals. On the other hand less motivated employees are less performance and tend to divert from attaining organizational goals. Motivation as incentive systems are fundamental  to developing capacities and to translating developed capacities into better performance (Ramey and Steinbauer,1999)

The fact remains that the strategy in place & appropriate organizational architecture, an organization will be effective only if its members are motivated to perform at a high level. The types of motivation is a psychological forces that determine the direction of a person‟s behavior as a result of challenging or interesting work, giving autonomy to work designed  scope  to  develop  skills,  abilities,  opportunities  to  develop  and  grow  etc. extrinsic  is  also  psychological  force  that  determinesbehavior  change  as  a  result  of tangible and intangible benefit and special such as salary fringe benefit and special award (Gareth,  James, Jenniferand George, 2003).Irrespective of the organization the concept

of motivation cannot be looked down upon. It is one of the driving forces that have direct impact on the organization productivity.

Motivation approaches definitely satisfy the needs of the employees and in return, the employee repays it through their hard work. Identifying the needs and answering it is the most basic approach of every organization to earn the commitment of the employees (Chughtai, 2008). With a well-motivated work force an employee‟s performance can be manifested on the organizational effectiveness, which allows the individuals to focus on the development of their work in terms of behavior, skills has been noted that motivation tends to energize the work force which can result in their expected job performance (Byham& Moyer,2005). However, no employees would resist higher pay or an increase in salary since it would offer him/her an opportunity to do a lot of things such as paying his/her utility bills, paying school fees, buying clothes, car, land and so forth.

1.2       STATEMENT OF PROBLEM

Many employers tends to use increase in salaries /wages as their motivational approach for better performance of their employees, just to motivate them to give in their best so as to increase productivity. Others also give transportation allowance, rent, and wardrobe allowances to their employees so that the employee can put their best to enhance their performance, yet the whole things seem to be a mirage.

Motivation and rewards of employees are very important variables for individual, team and organizational performance. However, it has been observed that some manufacturing

firms have poor attitude towards motivation of their workforce, inappropriate mix of rewards     and ineffective reward systems. Workers have been subjected to inhuman working conditions, inadequate remuneration package, inequity in the distribution of rewards, and delay in payment of wages and salaries.   There is also no room for innovation,  creativity,  and  empowerment  of employees  in  their various  firms.  Some companies‟ employees are not given adequate responsibility and decision making authority. Some employees with creative ideas are not allowed to express their views to management.

The foregoing scenario has culminated in staff turnover, poor employee performance, absenteeism, conflict between staff and management leading to strikes. This no doubt brings about the downward spiral in the performance and contribution of the manufacturing sub sector to the nation‟s economy. So it is apparently in the recognitions of these different variables and factors that the researcher has decided to investigate to find out details on the effect of motivation on performance of public service employees.

1.3       OBJECTIVES OF THE STUDY

The  broad  objective  of  the  research  is  to  ascertain  the  effect  of  motivation  on performance of public service employee specially;However , the sub- objectives are :

1.   To determine the effect of promotion on   productivity of  federal  dental school.

2.   To ascertain the effect of adequate salaries and wages on creativity of federal dental school.

3.    To determine the effect of allowances on efficiency of federal dental school.

4.   To ascertain the effect of good working environment on profitability of federal dental school.

1.4       RESEARCH QUESTIONS

Based in the statement of research problem and the objectives of the study, this research will seek answers to the following questions.

1     What is the effect of promotion on productivity of federal dental school.

2     What is the effect of adequate salaries and wages on creativity of federal dental school?

3     What is the effect of allowances on efficiency of federal dental school?

4    What is the effect of good working environment on profitability of federal dental school.

1.5       RESEARCH HYPOTHESES

Consistent  with  the  statement  of  problem,  the  research  objectives  and  the  Research questions, the following hypotheses are formulated for the study.

1    Ho: promotion   does not significantly affect   productivity of federal  dental   school.

Hi: promotion  significantly  affect  productivity of federal  dental school.

2    Ho: Adequate salaries and   wages do not significantly affect creativity of federal dental school.

.Hi: Adequate salaries and wages     significantly affect creativity of federal dental school.

3   Ho: Allowances   does   not   significantly   affect   creativity   as   motivation   affect productivity of federal dental school.

.Hi: Allowances    significantly affect creativity as  motivation affect productivity of federal dental school

4    Ho: Good working environment does not significantly affect profitability of federal dental school.

.      Hi: Good working environment significantly affect profitability of federal dental school.

1.6       SIGNIFICANT OF THE STUDY

The study can be viewed from the following perspectives

The research will also help the managers and the workers, to realise their obligations and responsibility towards, the good performance of the organisation.

The research will also inform the policy makers to find ways to curb the Present undesirable situation and to understand pertinent motivational issues in regards to the organisation

The study has been undertaken with the explicit objective of enabling the researcher obtain a master‟s degree in management in  University of Nigeria .

These will be of  immense help and guide in understanding these effect of motivation on performance of public service employees.

The study is significant on the ground that it will benefit students and future researchers because it sheds more light on the theoretical framework of motivation, reward and

performance.  Therefore  the  research  work  is  a  contribution  to  the  existing  body of knowledge.

1.7 SCOPE OF STUDY

A study of this  nature ought  to  be carried out  in  all  public service sector  in  Nigeria.

However, given the limitations experience by the researcher inform of inadequate fund to execute the study across all public service sector. The study scope was limited to federal dental school employees in Enugu State. This study looked at the effect of motivation on performance of public service employee in Enugu State.

1.8  LIMITATIONS OF THE STUDY

As part of the research experience by the researchers all over the globe. The study was exposed to certain limitations hindered the effective and smooth collection of data for work. These in specific terms include:

Financial Constraint

The  researcher  spent  quite  huge  amount  of  money  to  source  information  from  the Internet.  Most of the journals sites are classified and require foreign currency for access to be obtained.

Power failure: during the course of doing project, there was no light, that causesthe price of project to go high that pose a threat to the research.

Negligent on part of the respondents: The uncompromising attitude of respondent in giving out vital relevant information.

1.9     DEFINITION OF KEY TERMS

For the purpose of clarity, some conceptual definitions are proffered.

Compensation

Compensation is what employee receives in exchange for their contribution to the organization (Werther, Davis, 1996).

Incentives

Incentives are payments made to an employee or group of employees based on the amount output or results achieved  or payments made for the purpose  of motivating employees‟ performance (Banjoko, 2000).

Rewards

Rewards are incentives that are promised and given to a worker for doing a job in an organisation (Kreitner, 2007)

Monetary Rewards

Monetary rewards are financial rewards or direct cash payments which consist of performance pay, competency pay, gain sharing and profit sharing to workers for their performance or contribution in an organization (Armstrong, Murlis, 1994).

Non monetary Rewards

Non monetary rewards are non cash rewards which consist of all intrinsic motivators such as achievement, responsibility, opportunity for growth and extrinsic motivators such as recognition, job enrichment and praise (Armstrong et al, 1994).

Motivation

Motivation  refers  to  the  forces  within  a  person  that  affects  his  or  her  direction, intensity and persistence of voluntary behaviour (Ezigbo, 2007).

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