Motivation and Staff Performance in the Civil Service Essay

The key to demand is the mirth of desires. As long as an undividedistic has an unachieved personalized goal, he has the force to act him, our behavior consciously or unconsciously, is gener everyy motivate distinctive somebody behavior atomic number 18 to a considerable peak subconscious and in that locationfore non easily subject to examination and evaluation. There has been persistent expression of dis comfort with the strain stances and work surgical procedure of nameers in public sector. This is due to the fact that the c in alling is not lovely to thespians.This inadequacy could be traced to the employees personal demand, trouble expectations and or inherent pronounces. Employees be usually to a greater extent productive during a task app arntly because they want to do it, not because they feel they sire to do it. Therefore, it fixms seeming(a) that people or individuals result be prepared to commit themselves to their blood line to sick in thei r best effort and loyalty to the job and to work towards the achievement of the organization targets if their goals are met on the job and if they are at rest with the job. When mavin is positively actuate, it precipitates positive behavior hence positive erformance. consort to Musselman and Hughes (1999) morale collide withs efficiency of operation. Morale is the result of combination of m whatever interlocking attitudes, workers personal feelings and biases, their determine, economic and cultural environment, degree of security personal health, ruttish stability, realization of job expectations and the flow of communication betwixt care and the workers. 3 Many authorities believe that fruit rates are to a greater extent sharply twistd by morale of the work force than by any other(a) environmental factor.If employees feel that they are treated fairly salubrious and good working conditions are provided, they are likely to declare elderly high morale to do their job . 1. 2 presentment of the Problem The elegant benefit is the instrument through which meaningful ontogenesis in the country is achieved. This is conventional when the civil servant uses his acquired skills to formulate and execute politics policies geared towards development. However, in that respect is a strong evidence of deterioration about the work criterion in the civil operate.The conducts of workers are characterized by much(prenominal) attitudes as laziness, absenteeism, lateness to work, aggressiveness to members of the public disloyalty and corruption. The expectations of civil servants are not met hence, there is general inanition and inadequate performance in this sector. It is the general belief of civil servants that their counterparts in the private sector are better off with good shopworn of living. In view of this, they are not motivated to put in their best. This negative belief has created few problems in the attitude of workers in the civil service which has adversely affected job performance. 1. Research Question in view of the problem raised, this instruct is therefore designed to seek answers to the side by side(p) questions in line with the aims of the count (1) What are the factors affecting job delight among the Civil Servants un Oyo State? (2) To what extent are the Civil Servant of Oyo State are satisfied with their job? 4 1. 4 Objectives of the StudyThe objectives of the research strike are to (i) examine the factor that motivate the workers of Oyo State Civil servicing (ii) appraise the existing motivating packages for workers in the state and (iii) investigate the do of staff pauperization on job performance in he State. 1. 5 Significance of the Study The study get out be of big benefits to decision leasers and charitable resource managers in organization when dealing with human problem such as the menace of low productivity as appropriate insurance decisions that affect their personnel would be make. The greatness of workers want and job merriment should not be ignored by organisation as they promote the corporate objectives of the organization as well as the individual. This research study would therefore serve as a unravel to employers of labour as it would give them the understanding of the workers.The study is also expect to provide additional information research in this area and to government for effective efficient performance in respect of task and storage allocation of scarce resources for a result oriented state. 1. 6 The Scope of StudyConsidering the sizeable commonwealth of the Oyo State Civil Service, it will be difficult and period consuming to include all the population of civil servants in the state. Therefore, the study focused on six ministries. The Miniseries are office of the Governor, ministry of Works and Transport, Ministry of Education, Ministry of youth and Sports, Ministry of Health, Ministry of Lands and Housing.The criteria for selecting th ese ministries are based on the fact that their programmes and activities are 5 geared towards the development of the state and the fact that they provide extensive services to the largest population of the state, hence, their impact is felt throughout the state. In addition, the population of these ministries is expected to be a representative sample of the characteristics of the whole civil service as the population of the selected ministries represents a larger proportion of whole civil service population. 1. 7 Limitation of the StudyThe system of records keeping at Oyo state civil service commission made it difficult to collect and regain data necessary for adequate analysis of data collected for the study. The m for the research study is not enough for an extensive work to be done. It was not easy to carry out a comparative study of all the Ministries in Oyo state because of fund. Definition of legal injury1. 8 Definition of Terms The following terms are defined for the purp ose of this study pauperism The dumbfound to quit a want or achieve an out contend. In this study, what motivates the labour to put up certain action and what comes out of it?Job merriment The mental disposition (attitudes and feelings) of workers towards his job. It refers to the contentment experienced when a want is satisfied as a result of a job factor. Morale The collective attitude of workers towards one another, towards their employer, the management, or their work. 6 Job Involvement The enthusiasm and fealty which an individual demonstrates at his job as he gets deeply negligent in it in a bid to achieve corporate objectives. counselling Management is a process by which a co-operative group directs the actions of others towards a common goal (objective).In this case, management is used to mean senior management, except otherwise state. Training The process whereby employees learn the skill, knowledge, attributes and behaviours necessary to in perform their job effecti vely. Behaviour The general disposition of the management which employees grasp as friendly or hostile, conductive or unconductive and which affect their job behaviour and consequently performance. 7 CHAPTER TWO AREVIEW OF LITERATURE AND THEORETICAL skeleton in the closet WORK 2. 1 Introduction Many employers of labour have come to realize that people are the about important of an organization.They concerned themselves with how the workers would be brought together to work for the fulfillment of the corporate of the organization. According to A. K. Ubeku (1975) of all the assets of a business organization, people are the most important. motive of workers in an organization is actually important as it leads to the development of the individual and improve his job performance. Modern managers in an organization use personnel policy to motivate workers with a view to creating a conducive working shoes where workers could come upon self-actualization.Motivation creates a sense o f success and security in the workers when his/her work is recognized as contributing to the aims and objectives of the organization. The classical approach to motivation has been the correct and stick method. The correct universeness money and the stick taking the form of physical punishment. The assumption has been that people would work harder and produce more if substantial financial rewards are placed before them or imperil with either dismissal or physical punishment.The classical theorists felt that workers could attain job satisfaction if their productivity and recompense are maximized. This was not to be as money could motivate employees to a certain point only. Managers have also come to realize the importance of job satisfaction to workers. This is due to the facts that a worker who is satisfied with his/her works would put up an compound job performance while the reverse be the case for the dissatisfy worker. Thus, the success or failure of 8 any organization is a function of how satisfied its employees are with their work.A well-motivated worker could put up a high job performance because of the satisfaction he derived from his work. 2. 2 The concept of motivation and job satisfaction The word motivation is derived from the Latin word movere meaning to move. Motivation is therefore the process of arousing movement. The movement referred to be behavioural movement. Some theorists had asserted that people behaviour is determined by a complex interaction between the unconscious call fors and the environment. Motivation is a predisposition to act in a specific goal direct manner.The term motivation refers to goal directed behaviour. Goal directed behaviour is characterized by the process of selecting and directing certain actions among voluntary activities to achieve goals. Motivation can be defined as the state of an individual situation which represents the strength of his propensity to exert towards some particular behaviour. The word M otivation is derived from motives. The definitions of motives are as follows Motives are expression of a persons needs, hence they are personal and internal.Motives are acquired determinants that regulates the patterns of action and that arouse ore activate behaviour. They are the learned determinant of behaviour. Finally, Eze (1984) defined motivation as a psychological process initiated by the go a officence of a need in the organism which leads to a goal-directed behaviour/action aimed at gratifying the need. 9 Davis (1981) defined job satisfaction as the incontrovertibleness with which employee view their work. It is an indication of the congruence between the workers expectations from his job and the actual rewards offered by the job.Eze (1984) defined job satisfaction as the sense of well-being, good feeling and positive mental state that emerge in an individual when he obtains deal, consequent upon his job performance, congruent with or very nearly congruent with his exp ected equitable reward. According to Kevin J. Russel, job satisfaction is a function of the importance attached, by the workers, to the extent to which needs are generally met in the work situation relative to the way of life in which these workers have rewriteed their wants and expectations (orientation to work).These definitions stated above have one thing in common a recognition of the fact that an individuals expression of job satisfaction is an emotional effective personal response as a result of his estimation of the degree to which some facts of job reality is congruent or incongruent with values. In order therefore to understand or describe an individuals job satisfaction, one needs to have a good understanding of that individuals total personality and value system.Ejiogu (2009) stated that peoples perceptions of their job situation will be directly cogitate to the values which they place on the various aspects of their job and its environment as sources of satisfaction a nd dissatisfaction. From Wikipedia (2010) job satisfaction describes how content an individual is with his or her job. The happier people are within their job, the more satisfied they are said to be. Job satisfaction is not the same as motivation, although it is clearly linked.Other checks on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work position. 10 2. 3 The dealingship Between Motivation, Job Satisfaction and Job deed As seen above, motivation is quite different from satisfaction. period motivation refers to the drive and effort to satisfy a want of goal, satisfaction rears to the contentment experienced when a want is satisfied. In other words, motivation implied a drive towards an outcome and satisfaction involved outcomes already experienced (Koontz, ODonnell and Weihrich, 1981).Motivation, therefore, precedes satisfaction. In most work situation in Nigeria and elsewhere, the same factor affect job performance c ould also affect job involvement, job satisfaction, job attitude and work motivation. 2. 4 The Early Theories of Motivation and Job Satisfaction In the early years of industrial revolution and after, profit maximisation triggered the industrialists to search for ways and means of motivating workers for higher(prenominal) productivity. They want to make profits as much as possible through change magnitude productivity.According to this view, the way to attract employee to work is to offer them attractive pay and the way to attract employees to work is to offer their attractive pay and the way to increase productivity is to constantly raise salaries. Motivation of workers through non-monetary rewards was neer thought of by these early industrialists. The early industrialist tied motivation to financial reward ( change magnitude pay) which would in turn give workers satisfaction. The early theories on motivation and job satisfaction are as follows 1. Classical Theory/ aim 11 2. Human Relation School 3. structuralists School2. 4. 1.Classical Theory/SchoolThe development of modern management started about the beginning of this century with the classical teach led by Frederick W. Taylor. This classical school preached Scientific Management, which combines the study of physical capabilities of a worker with an economic approach which views man as being driven by the need to earn his livelihood. The classical school advocated that if visible required was closely tied to work efforts, the worker would respond with the maximal performance he is physically capable of doing. Taylor and his followers saw the worker as a functioning appendage to the industrial machine.Following this, the precept of the classical school had been referred to as the Machine Theory of Organisation. The school sour that the most efficient organisation would also be the most self-coloured one, because it would maximize both productivity and workers pay and consequently job satisfaction. H owever, Taylor neer thought off non-monetary regards. 2. 4. 2. The Human Relations SchoolThe excesses of the Classical approach came to be modified by the teaching of the human relations School which was tell in by Professor Elton Mayo and his associates in the Hawthorne experiments.These experiments were carried out at the Western Electric Companys Hawthorne works in Chicago, U. S. A. between 1927 and 1932, were aimed at exploring the relationship between physical environment and productivity. The study was oddly aimed at finding out the effect of illumination on productivity in the plant. The researcher discovered that when lighting was 12 illuminated ill-use by step over a period of time, production increased correspondingly. On the other hand, when the researchers decided to decrease the illumination in the plant, production continued to rise and did so until the lighting was no longer brighter than moonlight.The study findings and conclusions of the Hawthorne Experiment ar e as follows(i) The level of production is set by friendly norms, not by physiologic capacities (ii) Non-economic rewards and sanctions significantly affect the behaviour of workers and largely limit the effect of economic incentive plans (iii) Often, workers do not act or react as individuals but as members of groups (iv) The importance of leadership for setting and enforcing group norms and the difference between in testis and formal leadership (v) The importance of communication, participative decision-making and democratic leadership in an organization.The Human Relations School assumed that the most satisfying organization would be the most efficient and so the organization structure and work should be related to the social needs of the employees. The rationale of the argument is that if employees are made happy, they will co-operate fully with the organization in their efforts and so increase organisational efficiency and productivity. rotating shaft Drucker has criticised t he views of the human relations school as being too employee centered.While the Classical and Human Relations Schools differ in their emphasis on either the formal or informal aspects of the organisation respectively, both had failed to see that productivity and workers satisfaction are inherently opposed philosophies. This has been left for the Structural School to sort out. That is the basic contradiction between a social clubs quest for relationally and profit and the human search for happiness granting immunity of action. 13The Structuralists see the company organization as a large, complex, social unit in which many social groups interact while these groups have common interests like the economic viability of the organization, they also have some other opposed interests like how the gross profits of the organization are to be distributed. The two groups within the organization whose interests frequently come into conflicts are management and workers, although by no means the only group envisaged by the Structuralists.Essentially, disceptation and conflicts between organizational groups are inevitable and, perhaps, occasionally desirable. Peoples behaviour is motivated by common basic needs. These needs vary in degree with gender, generation, culture, maturity and other life circumstances. If appropriately structured, a persons job can help meet these needs, which leads to job satisfaction and job performance. A lot of research has been done in the area of motivation in relation to the area of organizational management.Researchers and authors agree that motivation is very crucial to the issue of job performance but they differ with regard to the things that motivate. Vroom (1964) sees motivation as a process governing choices made by persons or lower organisms among alternative forms of voluntary activity. This implies that motivation travel an individual to prefer one job to another. Some researchers assumed that variables such as amount of reward are motivational variables that directly influence the strength of incentive motivation.The implication of this is that extrinsic motivation has greater influence on ones (workers) performance. This seems to be in agreement with Skinners operative conditioning principle which states that behaviours are governed by their consequences. This is to say that if the consequence is positive, there will exist a better 14 performance (behaviour) from the worker. In other words, an individuals willingness to perform and the effort he will be willing to put depend on the reward he will get from the performance of such activity.There are propounded theories which are sophisticated in nature. Some laying credence to or keep the above viewpoints and others contradicting them. Some of these theories would be discussed since this review cannot comprehensively discuss all of them. In addition, the literature review will include motivation, job performance, native and extrinsic motivation, Nigeria Ci vil Service and Oyo State Civil Service. 2. 5 Maslows Theory of Motivation The need theory was originally advanced by Abraham Maslow (1938).According to him, people are motivated to satisfy a power structure or sequence of needs. He opined that man is a wanting being and what they want depends on what they already have. Maslow recognizes five (5) different needs that motivate individuals to work. These needs are as follows2. 5. 1 Physiological unavoidablyThese are considered to be basic biological functions of the human organisms and the most important of all human needs. They include the need for food, water, air, sleep, sex, rest, cloth and shelter.An individuals who lacks any of all these physiological needs is disturbed in mind. In addition, if these needs are unfulfilled, the higher needs will not be recognized. 2. 5. 2 Safety NeedsIt is only when the individual meets the physiological needs that he tries to focus his guardianship on the next set of needs in the hierarchy, th at is, the safety needs. At this level of the hierarchy, the employee is preoccupied with the safety of his life and property. He is also more concerned with stable situations and the security of his job. The needs for his 15