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1.1 BACKGROUND OF THE STUDY
The impact of workers motivation in the Nigeria local government system have not been popular in the various local government secretariats in Nigeria because of the bias against non-challant attitudes of workers and ghost workers motivation which form part of increasing productivity and efficiency as well as effective work performance is based on erroneous belief that workers motivation is motivation for the lazy are. This is further reformed by the attitude of Nigeria citizens (graduates yet not employed) who prefer the employment of the public (masses) to local government secretariats whose goals were directed for the training of secretarial and clerical personnel.
While speaking on the issue of the motivation of workers in view of the poor performance and inefficient production disability of our local government council in the Nigeria secretariats, not withstanding all the materials (facilities) and financial resources projected in them. Nwankwo (2002) stated that it is because those resources are managed by staff who are unhappy, not satisfied, ill-motivated and poorly committed. In the same manner, Ndu (2005) opined that “without actual intrinsic motivation, even if the workers are well trained, the workers effort will be low and the organisation cannot achieve high productivity. Low level of motivation leads to non-challant attitude to work and inertia. Motivation can be said to be the process by which our behaviour is initiated and directed. The main concern of this research is to investigate the effect of motivational measures in enhancing performance in our local government system with particular reference to Ughelli North Local Government Area of Delta State.
This work however, will try to findout what can actually correct the erroneous impression of the public as to motivating the Nigerian local government system employees to better performance and as well, the functional relationship between motivation and performance and identifying the main setbacks to productivity in the average Nigeria worker with emphasis on the theory of motivation.
The motivational theories of the various scholars like Fredrick Hertzberg (2009), Douglas McGregor and Vroom shall be used as guides in this strict. These various scholars propounded theories of motivation in their various concepts i.e. Fredrick Hertzberg (two factors theory), Douglas McGregor (theory X and Y) and Vroom (expectancy theory).
Hertzberg in his two factor theory i.e. hygiene and motivational needs emphasis the virtues of employee participation and the increase in job satisfaction which occurs when the employee feels a sense of achievement and involvement with his/her work. The theory generated interest on the content of the job as a source of motivation in the work place and as well interest in job enrichment i.e. loading of the job in order to make he job challenging and interesting to the person doing the job which can increase the satisfaction which the employees get from the job and motivate him/her to performance.
Also, Douglas in his theory X and Y based on two assumption about human nature stated theory X that people or even managers have varying features and characteristics and they appear differently from each other featuring that the average human beings naturally have dislike for work and would avoid it if possible because they are generally lazy. McGregor theories that an autocratic leader believes that man cannot act and work without supervision. According to McGregor theory X does not hold true when universally applied. Hence, theory Y assumes that workers are intelligent, industrious, task oriented and supporters and that these attributes will compel them into action with the right opportunity.
That is why Douglas McGregor (2010) contrasts the conventional directive of forceful or conserve “Theory X” philosophy of management with the enlightened, humanistic “Theory Y” is the motion that organisations should recognise the employee needs and try to arrange conditions such that in satisfying their own (employees) needs, the employees can contribute maximally to the goals of the organisation.
The subject of motivation is very complex in that what motivates one person may not motivate another. Generally, motivated behaviour has three major characteristics as follows;
i) It is sustained
ii) It is goal directed and
iii) It results from a self need.
The motivation of an individual to work therefore depends largely on the managements appreciation of the employees motivational needs. Employees could be motivated by such things as increase in wages, desire for promotion, lively working condition or environment, etc. Equally, they could be motivated by fear of dismissal (the stick) or the greed for lavish bonuses (the carrot).
There are two types of motivation which are namely; positive and negative motivation.
In positive motivation, a superior officer influences his subordinates to do his will by making the subordinate realize that he stands to gain or profit or get a reward like money, status, promotion, etc (the carrot) as a result of his action. In a negative motivation, a superior officer influences his subordinate to do his by making the subordinate realise that he stands to lose for instance, recognition, status, money or even face dismissal (the stick) by his refusal to act in accordance with the superiors will. Negative motivation therefore involves the use f threats while positive motivation on the other hand could be secured but praising employees when they have done well in a task. Motivation is enhanced when employees perceive that management has sincere interest in them as individuals.
This study therefore, strives to ascertain whether some of the motivational strategies applied in the Nigeria local government system, will lead to a better performance, and if yes, what motivates him best using Ughelli North Local Government of Delta State as a case study.
1.2 STATEMENTS OF THE PROBLEM
The performance and productivity of staff most probably when motivated create an impact on his willingness and ability to participate effectively and efficiently in work in local government council.
The workers are expected to acquire the basic knowledge of efficiency in motivation to develop their basic performance and productivity skills in office or clerical jobs. Given that this may be case, one would like to find answer to the posed questions as the situation is very unfortunate and militates seriously against the country’s strive towards economic recovery and so, other crucial aspect of the problem to be investigated in the present study below:
v What is the influence of workers motivation on their willingness and ability to perform effectively and efficiently in increase productivity and office work?
v What is the degree of commitment of employees to the attainment of the goals of the organisation based on their perception that the organisation would enhance their individual aspirations?
v What kind of motivation suits the Ughelli North local government workers?
v Is there a direct relationship between differences in ranks and level of motivation in Ughelli North local government workers?
v What is the motivation position of the Ughelli North local government workers?
v Does professionalism increase the efficiency of work in the Ughelli North local government work in the Ughelli North local government work in the Ughelli North local government work in the Ughelli North local government system?
1.3 OBJECTIVE OF THE STUDY
The major objective of this study is to evaluate the impact of the workers motivation for Nigeria local government system. Specifically, the study;
v Examine the motivation given in the local government council of Ughelli North as developed by NULGE, towards meeting the productivity level the local government workers.
v Assess the extent to which the objectives of the local government system as developed by NULGE, can be achieved towards effective and efficient work performance in the Ughelli North local government council.
v Determine the adequacy of the contents of the relationship between differences in ranks and levels of motivation in Ughelli North local Government direct.
v Findout if professionalism increases the efficiency of work in the Ughelli North local government system.
v Examine the extent to which the number and the job qualifications of the local government workers who runs the superiors and subordinates meet the productivity level of the local government system goals.
v Determine the motivational situation of the Ughelli North local government council either positively or negatively in job performance.
1.4 RESEARCH QUESTIONS
The study answers the following research questions;
1. Which of the motivation suits the Ughelli North local government system?
2. How can the objectives of the local government system as developed by NULGE be achieved towards effective and efficient work performance in the Ughelli North LGA?
3. Which are the motivation situations of the Ughelli North LGA either negative or positive in job performance?
4. What are the number and the qualifications of the local government workers who control the supervisors and subordinates in meeting the productivity level of the local government system goals?
5. How adequate are the content of the relationship between differences in ranks and level of motivation in Ughelli North LGA direct?
6. What is the degree of commitment of employees to the attainment of the local government system’s goals based on their perception that the local government system would enhance their individual aspirations?
The following hypotheses were formulated in the course of study.
Ho1: there is no significant difference in the Ughelli North local government workers if motivated.
Ho2: there is no significant difference in the mean rating of staff and heads of departments of the availability of the facilities and financial resources for the motivation of staff and heads of departments in the Ughelli North local government system.
Ho3: there is no significant difference in the motivational situation of the Ughelli North LGA.
Ho4: there is no significant direct relationship between differences in ranks and level of motivation amongst workers in Ughelli North LGA.
Ho5: there is no significant difference in the efficient professionalism increase of work performance in the Ughell North LGA.
1.6 SCOPE OF THE STUDY
The study is delimited to Ughelli North local government council in the Nigeria local government system. It concentrates on those personal factors that will increase the productivity/job satisfaction of local government staff like health, number of dependents, time on job and personality, motivational skills etc. The study is also aimed at identifying the jobs factor such as skills required, resources for task performance, recognition and responsibility that will increase productivity and improve the job satisfaction of local government staff/workers. Also to be studies on are the socio-economic factors like salary, bonuses, and even allowance. Interpersonal relationship and administrative set up of the local government system to boost the job satisfaction of local government staff/employees, and the conditions of service like social welfare, advancement and status in Ughelli local government that will help to improve the job satisfaction of the local government workers.
1.7 SIGNIFICANCE OF THE STUDY
It is hoped that a study on the impact of workers motivation in the Nigeria local government system will be of great significance to the staff as well as the heads of departments of local government council in the motivation of workers and increase productivity level as well effective and efficient performance in Ughelli North local government. If the findings are implemented, the local government workers and heads of department will become aware of and get familiar with the motivation of the staff working in the local government system. Awareness and familiarity would also be created in them about the kind of motivation to be selected and chosen to increase workers performance and productivity.
The results derived from the study will help government in guiding the staff based on the individual worker performance. It is believed that through the keeping of records of staff which shows the level of attainment, the government will be better equipped to advice the local government staff on their job performance, efficiency and effectiveness.
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