PER Ugwo FAC i THE EFFECT OF MOTIVATION ON RFORMANCE OF PUBLIC SERVICE EM OKOYE EVANGELINE U PG /MBA /12/63250 Digitally Signed by: Content DN : CN = Webmaster’s nam O = University of Nigeria OU = Innovation Centre oke Oluchi C. BUSINESS MANAGEMENT CULTY OF BUSINESS ADMINISTRA THE MPLOYEES t manager’s Name me a, Nsukka ATION
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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