1.0 Introduction
1.1 Background of 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:
- What can I do establish a positive working attitude for the programmes?
- How do I meet the needs of my workers throughout the working sequence?
- What about the working conditions that will stimulate my workers?
- How does this working pattern increase or affect workers feeling of competence?
- How this working pattern does provide for my workers?
Knowles (1980) contended that when a worker is motivated, they work harder, learn, more have sources of enjoyment and achievement, and want to continue working. A manager working with motivated worker finds instruction more successful achieves greater satisfaction and avoids burnout.
Based on the above, it is difficult to understand whether ministry of education Enugu is achieving its objectives or not. Moreover, issue of threats of retrenchment of workers has kept workers in fear and the position of the ministry among the top ones in the country has fallen liquidity experience, encountered, this indicate some strength and weakness, efficiency and different hence even salaries are delayed.
1.1.1 Brief Historical Background of Ministry of Education
We cannot talk about motivation of staff in the civil service without talking about the ministries that integrated to form the civil service ministry of education among other ministries, could be said to be exceptional in the sense. That is purely associated with acquiring and impacting knowledge and skills be it formal, non-formal or informal. It could be said to be the bedrock of other ministries in so far as other staff and employers in other ministry have passed through its one over or another in the course of acquiring knowledge, so it is a pivot on which other ministries revolves.
Education ministry as old as civilization, this is because civilization started with exhibiting extra knowledge to better conditions of living narrowed down to Nigeria, the ministry of Education Enugu could be seen to be as old as the advent of the Europeans or colonial masters (Fafunwa A.B. 1974). They brought the idea of acquiring a ministry to be solely in charge. It came to line light when the country was operating under the regional system, where we had Directorate of Eructation to three and later four regions of the country. This later metamorphosed to ministries in 1967 with 12 states in the country
1.2 Statement of Problems
It appears that the resources for serious operation for motivating staff in ministry of Education are inadequate; there is the problem of motivating planning that liquidity and late payment of salaries occur. The problem of running ministry by the management consultants.
1.3 Objectives of the Study
- To ascertain to what extent human and non-human resources are adequate for serious operation of the ministry.
- To determine how problem of motivate planning leads to liquidity and late payment of salaries.
- To find out the courses of threats of retrenchment to workers
- To determine the problem of running the ministry with team of management consultants.
1.4 Research Questions
- To what extent are the resources adequate for ministry of education management effectiveness?
- To what extent are the problems of motivation planning affect the profits and payment of salaries to workers?
- What is the cause of threat of retrenchment to workers?
- What are the problems of running the ministry with the same our of government?
1.5 Significance of the Study
Having seen the dimension of the work, it is believed that suggest from the study would help in many ways. It would have helped the search for the solutions on the problems facing the civil servants in Nigeria. It would enable the researchers to find ways and means.
It would enable the researcher to determine the effect of these motivating factors on performance or productivity. With the findings, it will help us to make projections and predictions with greater precision concerning the attitude of civil servants to their work.
Management, administrators, directors and policy formulators will gain a lot of they are aware of these factors that spur or inhibit their workers or staffs to or from greater performance and productivities.
1.6 Scope of the Study
This scope of this study is Ministry of Education, Enugu made up of twelve departments.
1.7 Limitation of the Study
In carrying out the research work, certain constraints were encountered.
Time:
This was the major constraint during the period of the research work, there was not enough time let to the researcher to carry out the research work effectively.
Finance:
Owing to the financial difficulty prevalent in the country and its resultant increase in the prices of commodities, transportation fare, research materials etc. The researcher did not find it easy to meet all the financial obligations in school as a result of which was restricted to be much affordable.
Information Constraint:
It is not easy to obtain necessary information in the study from private business organization and even the government agencies.
Ignorance:
Some people use to give false information to the researcher because they though that the researcher government workers that work to get information to be use for access correspondents for the tax purposes.
1.8 Definition of Term
Civil Service
Civil service is a term that is commonly used in identifying functions in many different types of government around the world. The term is utilized in how similar but distinct manners. Just about every nation in the world today has at least department of civil service as part of the overall structure.
One common usage of the term “civil service” has to do with the specific arm or branch of government service that oversees the hiring process. In this application, a specific department will set employment standard that are observed by the other departments that make up the government administrative arms.
It is not unusual for the civil service department to develop and administer all examinations related to potential employment with the government in question. At the same time, the department may also define and oversee the criteria for merit raises and other employee benefits.
The second use if civil service as a more general term. When this is the case, civil service may refer to any of the many departments that make up a government. In most instances, this will be a sweeping application that will include all departments except the military arms of the government.
However, there is some variance in just how bread the application will be. In some nations, civil service is defined as applying to any and all government entities, while in others the term is understood to mainly focus on departments, concerned with clerical or administrative functions.
Motivation
Motivation is defined as the process that initiates guides and maintains goal-oriented behaviors. Motivation is what causes us to act, whether it is getting of glass of water to reduce thirst or reading a book to gain knowledge. It involves the biological, emotional, social and cognitive forces that activates behavior.
In everyday usage, the term motivation is frequently used to describe why a person does some thing. For example, you might say that a student is so motivated to get into a clinical psychology program that she spends every night studying.
Staff Performance
Staff performance is getting the right people to do the right thing, at the right time.
This involves a complex set of management practice that all combine to:
- Get the right people, with the right mix of skill, knowledge, behavioral characteristics, motives and values to be able to perform the job to a high standard.
- Develop systems and procedures that assist, not hinder, the employees ability to perform.
- Create a workplace environment where people wants to perform, this includes motivational as well as satisfying components.
- Ensure that each staff member knows exactly what is expected of them and how their performance will be measures.
- Progressively measure performance and provide timely and focuses feed back that allows the staff member to improve their performance.
- Manage difficulties that arise through a wide variety of causes.
- Adequately assess and minimize the risk to the organization through staff not performing.
