ABSTRACT
This project was a review of Determinants of Effective Motivation of Public Service Employee
The Statement of Problem identified was
- Job Independence,
- Staff promotion,
- Staff training,
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
Tite 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
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 19
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 69
CHAPTER FIVE: SUMMARY OF FINDINGS, RECOMMENDATIONS AND CONCLUSION
5.1: Summary of Findings 77
5.2: Recommendations 80
5.3: Conclusion 81
REFERENCE 82
APPENDIX 1
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
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.
In addition to having achievable goals, employee work motivation also requires that performance objectives be viewed as important. If employees do not perceive their job to be important or meaningful, they have little reason to be motivated to perform their work. Although self-efficacy is important when understanding motivation at the job level, it is the concept of job importance that is especially salient in understanding the contributions public service motivation and organization mission make toward organization performance.
1.2 STATEMENT OF THE PROBLEM
