PERFORMANCE OF PUBLIC SERVICE EMPLOYEES

Ugwoke Oluchi C.

FACULTY OF

i

THE EFFECT OF MOTIVATION ON THE

PERFORMANCE OF PUBLIC SERVICE EMPLOYEES

OKOYE EVANGELINE U

PG /MBA /12/63250

Digitally Signed by: Content manager’s

DN : CN = Webmaster’s name

O = University of Nigeria, Nsukka

OU = Innovation Centre

Ugwoke Oluchi C.

BUSINESS MANAGEMENT

FACULTY OF BUSINESS ADMINISTRA

THE EFFECT OF MOTIVATION ON THE

PERFORMANCE OF PUBLIC SERVICE EMPLOYEES

: Content manager’s Name

Webmaster’s name

a, Nsukka

ATION

ii

THE EFFECT OF MOTIVATION ON THE PERFORMANCE OF PUBLIC

SERVICE EMPLOYEES

OKOYE EVANGELINE U

PG /MBA /12/63250

A PROJECT REPORT PRESENTED IN PARTIAL FULFILLMENT OF THE

REQUIREMENTS FOR THE AWARD OF MASTER OF BUSINESS

ADMINSTRATION (MBA) IN MANAGEMENT UNIVERSITY OF NIGERIA,

ENUGU CAMPUS

SUPERVISOR: DR. A.V. ONODUGO

MAY, 2014

iii

CERTIFICATION

I, OkoyeEvangeline with registration number, PG/MBA/12/63250of the department of

management.. University of Nigeria Enugu Campus hereby declare that, this work was carried

out by me, it is original work and has not been submitted in part or full to this University or any

higher institution of learning.

………………………….

OKOYE EVANGELINE

PG/MBA/12/63250

iv

APPROVAL

This project has been approved for Department of Management, Faculty of Business

Adminstration, University of Nigeria,Enugu campus, by:

……………………………… …………………………………..

DR. A.V. ONODUGO Date

Supervisor

…………………………… ……………………………….

DR. A.V. ONODUGO Date

Head of Department

v

DEDICATION

This work is dedicated to God Almighty, The giver of wisdom, understanding and strength.

vi

ACKNOWLEDGEMENTS

A research of this magnitude could not have been completed without the assistances and

supportof other people. I thank my able supervisor Dr.A.V. Onodugo, whose constructive

criticisms and directions made this work to be a valuable document.

The researcher is also grateful and indebted to Dr B.I Chukwu, who offered useful

advices,constructive criticisms and directions made this work to be a valuable document

I am equally grateful to all the lecturers in the department of business management. All referred

authors .Also my appreciation goes to my siblings, friends andcolleague who in one way or the

other made my study worthwhile I LOVE YOU ALL.

Finally, to God almighty, be all the glory and adoration for His infinite and enduring mercies

who gave me the wisdom, grace, strength and ability to successfully accomplish this work.

.………………………..

OKOYE EVANGELINE

PG/MBA/12/63250

vii

TABLE OF CONTENTS

Title page i

Certification ii

Approval iii

Dedication iv

Acknowledgements v

List of tables x

Abstract xii

CHAPTER ONE

1.1 Introduction 1

1.2 Statement of Problem 3

1.3 Objective of Study 4

1.4 Research Questions 5

1.5 Research Hypothesis 5

1.6 Significant Of Study 6

1.7 Scope of Study 7

1.8 Limitations of the Study 7

1.9 Definition of the Study 8

References

viii

CHAPTER TWO: REVIEW OF RELATED LITERATURE

2.1 The Concept of Motivation 11

2.2 Overview of Public Service Motivation 13

2.2.1 Definition Public Service Motivation 15

2.2.2 Technique for Motivating the Employee 16

2.2.3 Symptom of Poor Motivation 17

2.2.4 Importance of Motivation 18

2.2.5 What Motivates Public Servants 20

2.2.6 Practice for Supporting Public Servants Motivation 21

2.2.7 Measuring Public Service Motivation 26

2.2.8 Criticism of Public Service Motivation 28

2.2.9 Reasons for Choosing Public Sector Job 31

2.3 Motivation-performance Linkage 32

2.4 Definition of Performance 33

2.4.1 Factors Affecting Performance 36

2.4.2 Dimensions for Performance 37

2.4.3 Performance Management Theory 38

2.4.4 The PM Model Approach to Service Delivery 42

2.4.5 Implication of the PM Model for Organizational Strategy 44

2.4.6 Performance Management System 45

2.4.7 Performance Measurement and Reward Policy Themes 46

2.5 Theoretical Foundation of Motivation and Implication 47

2.5.1 Maslow’s Hierarchy of Needs 48

ix

2.5.2 Herzberg’s Two Factor Theory 50

2.5.3 McClelland’s Acquired Need s Theory 52

2.5.4 Alderfer’s Erg Theory 53

2.5.5 Expectancy Theory 54

2.5.6 Equity Theory of Motivation 55

2.5.7 Organizational Justice and Equity 56

2.5.8 Goal Setting Theory 57

2.5.9 Reinforcement Theory 58

2.6 Empirical Review 59

2.7 Summary of the Literature 61

2.8 Critique of the Theory 62

References

CHAPTER: THREE: RESEARCH METHODOLOGY

3.1 Research Design 72

3.2 Source of Data 72

3.2.1 Primary Data 72

3.2.2 Secondary Data 73

3.3 Population of the Study 73

3.4 Sample Size 73

3.5 Instrument for Data Collection 76

3.6 Data Analysis Technique 76

3.7 Validation of Instrument 77

x

3.8 Reliability of the Research Instruments 77

3.9 Decision Rule 78

References

CHAPTER FOUR:

PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA 80

CHAPTER FIVE:

5.1 Summary of Findings 101

5.2 Conclusion 101

5.3 Recommendation 102

5.4 Areas for Further Study 103

Bibliography

Appendix

xi

LIST OF TABLES

Table 1: Factor Affecting Job Attitude 50

Table 2: Population Distribution 73

Table 3: Table Spearman Rank 78

Table 4: Distribution andReturn of the Questionnaire 80

Table 5: Academic Qualification Respondents 80

Table 6: Sex of Respondent 81

Table 7: Marital Status of Respondent 81

Table 8: Age of Respondents 82

Table 9: Working Experience of the Respondents 83

Table 10: Employee Get More Committed When They Get Promotion 84

Table 11: Employee Development and Training Contribution to Organization 85

Table 12: Promotion Increase Salary Which Increase Output 85

Table 13: Employment Advancement Significant Significantly Increase Productivity 86

Table 14: Adequate Salaries Induce Employment to Job Creativity 87

Table 15: Decrease in Salary Reduce Employee Participation in Creative Activities 87

Table 16: Attachment of Organizational Creativity and With Wages and

Bonus Increase 88

Table 17: Creativity Can Be promoted; It Workers are allowedto Participate In

Decision Making 89

Table 18: Bonus and Compensation Motivate Employees and Improve Organizational

Effectiveness 90

Table 19: Extra Allowances Will Make Employee to Put in Their Best 91

xii

Table 20: Organization Can Achieve Efficiency through Attaching Work

With Allowance 91

Table 21: Holiday and Giving Party to Staff Kids Are Part of Allowance That

Promote Organizational Performance 92

Table 22: What Is the Effect of Good Working Environment on Profitability of

Federal Dental School 93

Table 23: There Is A Positive Relation between Working Environment And

Organizational Performance 94

Table 24: Chi-SquareTests Computed From the Frequency Cross Tabulation 95

Table 25: Chi Square Test Computed From the Frequency Cross Tabulation 96

Table 26: Chi Square Tests Computed From the Frequency Cross Tabulation 98

Table 27: Table Chi Square Tests Computed From the Frequency Cross Tabulation 99

xiii

ABSTRACT

The purpose of this research work is to highlight the effect of motivation on performance of

Federal Dental School. Specifically, the study aimed to pursue following objectives: To

determine the effect of promotion on productivity of Federal Dental School, to ascertain the

effect of adequate salaries and wages on creativity of Federal Dental School, to determine the

effect of allowances on efficiency of Federal Dental School, and to ascertain the effect of good

working environment on profitability of Federal Dental School. The study was carried out in

Federal Dental School in Enugu state. The study had population size of 463 out which a sample

size of 210 was selected using taro Yamane’s formula at 5% error tolerance and 95% level of

confidence. Instrument used for data collection was primarily questionnaire and interview. The

total numbers of 210 copies of questionnaire were distributed while 190 copies were returned.

The cross-sectional survey research design was adopted for the study. The four hypotheses were

tested using chi square statistical tool. The findings indicate that promotion significantly affect

productivity of federal dental, adequate salaries and wages significantly affect creativity of

Federal Dental School, allowances significantly affect creativity that motivation affect

productivity of federal dental school and that. Good working environment significantly affect

profitability of Federal Dental School. The study concluded that motivation is tool for

organizational effectiveness. The study recommends that Monetary rewards like bonuses,

performance based rewards, should be provided to attract, retain and motivate employees for the

performance of Federal Dental Schools.. Non-monetary rewards like autonomy, recognition and

praise should be offered to employees to promote employee retention, loyalty and performance of

employees.

.