Strategies of Promoting Productivity in Civil Service (Case Study of Akwa Ibom State Civil Service Commission)
CHAPTER ONE
OBJECTIVE OF THE STUDY
The objectives of the study are;
- To find out the things that make civil servants to perform below standards
- To identify the causes of low productivity duty motivated in order to avert the situation.
- To ascertain the adequate means of motivation.
- To identify if qualified personnel are employed.
CHAPTER TWO
REVIEW OF RELATED LITERATURE
Conceptual Explication of Motivation
Several management scholars have given several definitions of motivation. It is one of the most researched and discussed subject areas in both public and private sector‟s management. Researchers have sought to explain how and why people are actuated to behave as they do and how they can be made to behave in a manner supportive of organizational goals. According to Werther and Davis (1981), motivation can be defined as “a person‟s drive to take an action because that person wants to do so.” If a person is pushed to act and he acts, his action would be a reaction to pressure. In other words, he acts because he feels that he had to do so. However, if he is motivated to act, the action would be based on a positive choice to do something that is meaningful to him. It is a fact that no matter how well or efficiently an enterprise is organized and equipped, not much progress is made until the human resources of the organization are motivated to perform. Rabey (2001:26), define motivation as the internalized drive that is more dominant in an individual at a given moment. Rabey continues to argue out that there is no way that a person can be motivated by another person. The only thing that a person can do to help a non – motivated individual is to be in a position to create an environment that is conducive enough to aid in that person‟s realization of oneself by making a personal choice to respond to the inner motivation. Through their meta-analysis of motivation, Lawrence & Jordan (2009:103), high task performance by employees as well as contextual performance is highly dependent on the fact that employees are well motivated. According to Rabey (2001:26), the ingredients that are necessary for getting people to be motivated are securely kept within oneself. The only thing that is needed is for an individual to be able to unlock the secure door (s) and gain access to the motivation within. One of the renowned Chief executive, during an interview, as recorded by Rabey, said that during the recruitment exercise, above all other critical issues that are taken into consideration, motivation is among the most important thing that the manager looks for in such an interviewee. Wallace and Andrews Zilagy (1994) opine that “motivation is a dynamic process that, motivate, energizes, directs and determines change in behaviours. It must be understood from the onset that motivation is not only rewards and punishment; it includes ideas, expectations and experience. When it comes to motivation, people mostly act on perception and not reality”.
CHAPTER THREE
RESEARCH METHODOLOGY
Research design
The researcher used descriptive research survey design in building up this project work the choice of this research design was considered appropriate because of its advantages of identifying attributes of a large population from a group of individuals. The design was suitable for the study as the study sought to Strategies of promoting productivity in the civil service (Case study of Akwa ibom state civil service commission)
Sources of data collection
Data were collected from two main sources namely:
Primary source and Secondary source
Primary source:
These are materials of statistical investigation which were collected by the research for a particular purpose. They can be obtained through a survey, observation questionnaire or as experiment; the researcher has adopted the questionnaire method for this study.
Secondary source:
These are data from textbook Journal handset etc. they arise as byproducts of the same other purposes. Example administration, various other unpublished works and write ups were also used.
CHAPTER FOUR
PRESENTATION ANALYSIS INTERPRETATION OF DATA
Introduction
Efforts will be made at this stage to present, analyze and interpret the data collected during the field survey. This presentation will be based on the responses from the completed questionnaires. The result of this exercise will be summarized in tabular forms for easy references and analysis. It will also show answers to questions relating to the research questions for this research study. The researcher employed simple percentage in the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain Strategies of promoting productivity in the civil service (Case study of Akwa ibom state civil service commission).
In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of Strategies of promoting productivity in the civil service
Summary
This study was on Strategies of promoting productivity in the civil service (Case study of Akwa ibom state civil service commission). Four objectives were raised which included; To find out the things that make civil servants to perform below standards, to identify the causes of low productivity duty motivated in order to avert the situation, to ascertain the adequate means of motivation, to identify if qualified personnel are employed. In line with these objectives, two research hypotheses were formulated and two null hypotheses were posited. The total population for the study is 200 staff of Akwa ibom state civil service commission. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made administrative staff, directors, senior staff and junior staff was used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies
Conclusion
The matter remains that if the workers are adequately motivated through payment of fair and adequate wages, prompt and regular payment of salaries, regular promotions, good gratuity and pension policies, etc., they would perform their optimal best. However, if on the contrary, the workers are threatened with dismissal from service, stoppage of salaries, denial of promotions and benefits, etc., and their productivity are bound to drop sharply because of the hostile and dehumanizing working conditions. Consequently, for the employers of labour such as the government in Nigeria, there is need for the human resources managers and advisers to acquaint themselves with the intricacies and dynamics of public sector labour relations management in order to ensure the right organizational climate to motivate the workers to increase productivity. The Governors in Akwa Ibom State require good training in human resources management to acquire the relevant capacity building and skills which are necessary to make management of human resources at this level of governance less chaotic and cumbersome.
RECOMMENDATION
For the fact that the findings show that non-implementation of minimum wage agreement, irregular payment of workers‟ salaries, non-payment of monetized benefits and other allowances were discovered to be the main and immediate causes of protracted strikes in Akwa Ibom State, it is therefore recommended that workers‟ salaries and benefits should be adequately covered in the State Budget at any given year and placed on the First Charge (Consolidated Fund). Collective bargaining and dialogue should be the official mode for government and labour unions in Akwa Ibom State to resolve industrial conflicts rather than resorting to protracted strikes at the flimsiest reason.
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