Determinants of Effective Motivation of Public Service Employee

Determinants of Effective Motivation of Public Service Employee.

ABSTRACT  

To meet the general objective, the study was focused on the following specific objectives: to determine the effects of Job Importance as a determinant for effective motivation of public service employee, the effects of Government Public Policy, Staff Status and Grade as a determinant for effective motivation of public service employee, effects of Organization’s structure and to examine the effects of Labour Union and Workers’ Motivation as a determinant for effective motivation of public service employee.

The descriptive survey method was used and the research tool was questionnaire. 240 respondents answered the questionnaire. Data analysis using Chi-square formula and presentation was done by the use of tables. The findings from the study showed mainly that there was evidence which showed that Labour Union and Workers’ Motivation was a determinant for effective motivation of public service employee. Finally, solutions and recommendations were proffered on how Public sector organizations should set their company policy to encourage motivation of their employees. The write up was duly summarized. 

TABLE OF CONTENTS

Title page ………………………………………………………………………………..i
Certification Page……………………………………………………………………………….. ii
Dedication……………………………………………………………………………….. iii
Acknowledgement……………………………………………………………………………….. iv
Abstract……………………………………………………………………………….. v

CHAPTER ONE: INTRODUCTION
1.1: Background of the Study……………………………………………………………………………….. 1
1.2: Statement of the Problem……………………………………………………………………………….. 2
1.3: Objective of the Study……………………………………………………………………………….. 3
1.4: Research Hypotheses……………………………………………………………………………….. 3
1.5: Significance of Study……………………………………………………………………………….. 4
1.6: Scope of the Study……………………………………………………………………………….. 4
1.7: Limitations of the Study……………………………………………………………………………….. 5

CHAPTER TWO: LITERATURE REVIEW
2.1: Concept of Public Service……………………………………………………………………………….. 6
2.2 : Brief Historical Perspective on Development of Public Service in Nigeria……………… 9
2.3: Characteristics and Classification of Public Service……………………………………………………………… 10
2.4: Reasons for the Establishment of Public Service…………………………………………………………………. 17
2.5: The Concept of Motivation………………………………………………………………………………..198
2.6: Theories of Motivation……………………………………………………………………………….. 20
2.7: Methods for Motivating Employees……………………………………………………………………………….. 33
2.8: Motivational Approaches in Organisations………………………………………………………………………. 39
2.9: Benefits of Motivation……………………………………………………………………………….. 50
2.10: Problems of Motivation……………………………………………………………………………….. 51
2.11: Determinants of Motivation in the Public Service……………………………………………………………… 54

CHAPTER THREE: RESEARCH METHOD
3.0: Research Design……………………………………………………………………………….. 60
3.1: Area of Study……………………………………………………………………………….. 60
3.2 Data Source……………………………………………………………………………….. 61
3.3: Population of the Study……………………………………………………………………………….. 61
3.4: Sample and Sampling Technique……………………………………………………………………………….. 62
3.5: Data Collection Instrument……………………………………………………………………………….. 62
3.6: Validation of Instrument……………………………………………………………………………….. 63
3.7: Reliability Test……………………………………………………………………………….. 64

CHAPTER FOUR: PRESENTATION AND ANALYSES OF DATA
4.1: Presentation of Data……………………………………………………………………………….. 66
4.2: Analysis of Data……………………………………………………………………………….. 699

CHAPTER FIVE: SUMMARY OF FINDINGS, RECOMMENDATIONS AND
CONCLUSION
5.1: Summary of Findings……………………………………………………………………………….. 77
5.2: Recommandations……………………………………………………………………………….. 80
5.3: Conclusion……………………………………………………………………………….. 81

REFERENCE……………………………………………………………………………….. 82

INTRODUCTION   

It has been commonly assumed that public sector organizations are more likely to employ individuals whose values and needs are consistent with the public service mission of the organization. Charged with promoting general social welfare, as well as the protection of the society and every individual in it, public organizations often have missions with broader scope and more profound impact than typically found in the private sector.

The composition of the public workforce has been expected to reflect the nature of the work in the public sector by attracting employees who desire greater opportunities to fulfil higher-order needs and altruistic motives by performing public service. It is these individual characteristics that are often touted as the key to motivating behaviour because “understanding the values and reward preferences of public managers is essential in structuring organizational environments and incentive systems to satisfy those preferences”.

In fact, it is believed that the importance public employees place on the opportunities thought to be more readily available in the public sector, such as performing altruistic acts or receiving intrinsic rewards, compensates for the low levels of extrinsic rewards associated with the public sector and explains why no differences have been found between public and private employee work motivation. 

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StudentsandScholarship Team.