EXAMINING MOTIVATION AS AN INSTRUMENT FOR INCREASED PRODUCTIVITY IN AN ORGANISATION
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EXAMINING MOTIVATION AS AN INSTRUMENT FOR INCREASED PRODUCTIVITY IN AN ORGANISATION
Chapter one
INTRODUCTION
Background of the study
There are various definitions of productivity in the literature. Traditionally, the concept of labour productivity has been associated with visible, concrete production. Economists, for example, define productivity as output divided by labour cost. Productivity is thus viewed as the ratio of a company’s total output to total inputs.
That is productivity: output = goods and services produced.
Input = Labour, Capital, Material, and Time.
When considering organisations such as the government, education, and health care, this concept offers some challenges. As highlighted by Jekelle (1987; p.11), although the output of industrial concerns is physical and measurable, that of service companies is not, making measurement problematic.”
Given this limitation, our goal requires a broad idea of productivity that encompasses all aspects of professional life. (1987, p.58) defines productivity as the measure of how well resources are brought into organisations and used to achieve a set of goals.
It achieves the maximum degree of performance with the least amount of resources”. A variation on this is Olugbemi’s definition of productivity as “that which relates corporate achievement over a given time frame to objective(s) determined in advance of action”.
In layman’s terms, productivity is the arithmetic ratio between the amount produced and the amount of any resource, which might be money, land, materials, plant, machinery, or tools, as well as the labour and time of humans.
Productivity, like performance, includes both efficiency and effectiveness. Productivity is viewed as a quantitative weighted measure of how efficiently a given set of goals or targets is met.
To achieve the highest possible goal, the employee must have an attitude that can increase productivity; however, a close examination of organisations and institutions
particularly government parastatals, reveals that workers’ attitudes to work are not such that can increase productivity; it is no surprise that the civil service is decaying due to a lack of the proper attitude to work.
Attitude has been defined as “an individual’s distinctive way of responding to an object or situation.” It is based on his experiences and leads to specific behaviours or expressions of opinion (Okoh, 1990, p.107).
Attitude impacts how employees approach work. In the absence of attitudinal measurement data on the work attitudes of Nigerian government workers by psychologists, a quick examination of daily experiences behaviour reveals certain basic negatives that are detrimental to productivity. Apathy, indiscipline, and irresponsibility at work are prevalent issues in the government sector.
Brief History of Nigerian Civil Service
The civil service, as the government’s primary institutional administration arm, has undergone numerous transformations from colonialism to independence to the present. The civil service, as well as other government parastatals, commissions, and agencies, are all part of public service.
Lord Lugard set the groundwork for the Nigerian Civil Service while serving as Governor General of Nigeria (1912–1919). The Nigerian Civil Service is modelled after the British civil service, which established the service during the day. It has the following characteristics:
Permanence: Unlike transitory appointments, civil service positions are permanent. It is subject to promotion, gratuity, and pension upon retirement.
Professionalism: Unlike ministers, public officials are administrative experts.
Impartiality: A civil servant is a non-political officer, and he is required to be impartial when doing his duties.
The civil service in Nigeria ensures continuity of governance, particularly when governments change. Second, they keep records for the government. Third, they develop and implement government programmes, and they provide recommendations to political leaders such as ministers and commissioners.
They help to prepare bills and annual budgets and act as a liaison between the government and the people.
Statement of the Problem
Low productivity is a major issue in government federal service, which is why a full-fledged ministry of labour and national productivity has been established and is spread across all zones of the federation.
These countries bear the task of promoting productivity knowledge and consciousness among Nigerian workers. Several changes, notably those enacted in 1998 and 1997, have been implemented to assure increased productivity as the foundation for growth and development.
In his book, Adebayo (1981) identified thirteen variables that contribute to inefficiency in Nigeria’s federal civil service, including:
Faculty recruitment, faulty posting and frequent posting, inadequate training, deteriorating health, incompetent supervisors, a lack of clear objectives, conflict between administrative and professional staff, a lack of clear objective
a lack of helpful political direction, massive purges of public services, colonial mortality, policy discontinuity, and a drop in morale have all contributed to a negative attitude among workers and thus low productivity. Productivity, like performance, includes both efficiency and effectiveness.
It is astonishing that today the prevalent perception of the federal service is one of incompetence, lethargy, low production, a negative work attitude, corruption, and so on.
The study’s fundamental objective is to identify the persistent variables impeding improved productivity in terms of work attitude among federal public servants and propose solutions to the problem.
GOALS OF THE STUDY
The objectives of this researcher effort are given below.
To identify variables that reduce productivity in the federal civil service.
Determine whether non-implementation of government policy relates to low productivity in the federal civil service.
Identify the primary factors that can increase worker morale and productivity.
To make recommendations.
Research Hypotheses
In order to attain the aforementioned objectives in this study, the researcher proposed three hypotheses as a working instrument. They are presented here in their null form.
HO: There is no substantial association between the poor work attitude and productivity.
HO: There is no significant link between non-implementation of government policies and employee productivity.
HO: There is no statistically significant association between compensation increases and employee productivity in the public service.
Significance of the Study
This investigation is supposed to show, among other things, military variables that reduce the productivity of federal civil officials.
It will provide strategies to reduce inefficiency and low productivity among federal government servants.
The study will help federal civil service officials acquire insight into the sector’s challenges and, as a result, determine the type of retraining plan to implement.
The study is equally important to other researchers and the general public, who may be interested in similar studies and find the advice useful in improving their own research.
1.7 Scope and Limitations of the Study
It is worth noting that practically all three levels of government are experiencing low productivity, so a study of all states and local governments in Nigeria should be conducted.
As a result, the researcher takes a conceptual approach to the federal public service from the perspective of Akwa Ibom State. However, the researcher’s time and funding are restricted. Thus, just three federal establishments in Akwa Ibom State would be evaluated.
However, it is hoped that the findings reflect the situation in Akwa Ibom State and other areas, and that any recommendations made will help other states if implemented.
1.8 Organisation of the Study
This research will be divided into five chapters with subsections. The first chapter includes an introduction to the problem, study objectives, research hypothesis, and study organisation.
The second chapter is a survey of related material that is considered relevant to the inquiry.
The third chapter will focus on research technique, including the study’s design, data gathering sources and methodologies, and the validation research approach for hypothesis testing.
Chapter four will deal with the analysis of field survey data, while Chapter five will contain the conclusions and recommendations.
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