Abstract
The primary purpose of this study is to ascertain the impact of motivation as a process towards governing individual choice among different forms of voluntary activities. Motivation can be described as that which causes, channels and sustains people behavior. According to Hoy and Micskel (1987) sees motivation as a complete force, drives, needs, tension states or other mechanisms that start and maintain activity towards the achievement of personal goals.
TABLE OF CONTENTS
Title page
Certification ii
Dedication iii
Acknowledgement iv
Abstract v
Table of contents vi
CHAPTER ONE
1.0 Introduction 1
- Background of the study 1
- Statement of problems 6
- Objectives of the study 6
- Research questions 7
- Significance of the study 7
- Scope of the study 8
- Limitations of the study 8
- Definition of terms 9
CHAPTER TWO
- Literature Review 13
- Introduction 13
- The civil servant condition of service during Colonial era 32
2.3 Motivation-A theoretical discourse 34
2.4 Abraham Maslow hierarchy of needs theory 39
2.5 fredrickherzer”s two factors theory 40
2.6 Douglas McGregor’s x and theory y 43
2.7 The concept of productivity 44
CHAPTER THREE
- Research design and methodology 48
- Introduction 48
- Research design 48
- Methods of data collection 49
- Population and sample size 50
- Sampling techniques 50
- Validity and reliability of measuring instrument 51
- Method of date analysis 52
CHAPTER FOUR
- Presentation and analysis of date 53
- Introduction 53
- Presentation of data 53
- Analysis of data 54
- Interpretation of results 59
CHAPTER FIVE
- Summary, conclusion and recommendation 62
- Introduction 62
- Summary of findings 62
- Conclusion 64
- Recommendations 65
References 68
Appendix
CHAPTER ONE
- INTRODUCTION
- BACKGROUND OF THE STUDY
Ideally, the task of Administration is to develop the taste for good working condition and for government to develop workers who are able to tailor and utilize the resources in the working society to their own needs by K.P. Cross.
Motivation will always need the timeliness, sensitivity and vision that any effective relationship with human growth and individuality demands. A logical and seductive assumption is neatly and nicely come along as well (Deci 1980). Nergas (1977) noted that when workers feel a strong need for what they are doing and the programmes is well planned and stimulating with adequate informational feed back the easier the motivation to work increase. If this were not so, motivation would not be the epidemic concern it is for managers, industry, if this and business are filled with well designed efficient programmes that are not very motivative part of problem, is efficiency itself motivation taken people to people skill and time. Like a good conversation, it cannot be rushed. The best way to see a motivational strategy as an investment, it pays dividends but often not immediately. Also because what motivates people is often beyond the intent structure of the knowledge or skill they are performing, it means managers gave to plan for motivation in its right it cannot be taken for granted (Johnson Johnson, 1982).
The time continue model of motivation is an organizational aid for motivation planning. It is a systematic structure for introducing or applying motivation strategies through working sequence (Sounders, 1981) sand described motivation as an organizational aid and motivation planning as designing and organizing instruction so that the development and enhancement of work motivation is an essential part of it. He also stressed that the time continue model of motivation helps managers to programmatically strategies from the beginning to the end of the work or project sequence so that a network of motivational influence in formulated.
Pursuing common objectives of the business which they were paid to serve According to Wloodknowskit (1989) the main criteria for successful motivation planning, no matter what the instructional plan may be, is that each time phrase (beginning, during, and ending) of the sequence of instruction for the particular project includes significant positive motivation influence on the workers. He further listed out six basics question for motivation planning as follows:
