EVALUATION OF MOTIVATIONAL POLICIES IN ENHANCING EMPLOYEE PERFORMANCE IN THE PUBLIC SERVICE
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EVALUATION OF MOTIVATIONAL POLICIES IN ENHANCING EMPLOYEE PERFORMANCE IN THE PUBLIC SERVICE
CHAPITRE ONE
1.1 BACKGROUND OF THE STUDY
Employees, according to Hornby (2010), are “people who are paid to work for someone” (p.480). Employees are those who work for a public or private employer and are paid in wages, salary, commission, tips, piece rate, or pay in kind, according to the International Labour Organisation.
It is crucial to understand that an employee is someone who, under a contract, is hired by an employer in either a private or public entity of an organisation to work for that organisation, with a reward at the conclusion of the work, such as a salary, pay, or other compensation on a daily, weekly, or monthly basis.
In addition to this viewpoint, a Nigerian employee should be given the liberty to have a voice or freedom to contribute in the decision making of the organisation and should have the right to quit with genuine reasons and can be feared when he/she breaches the law with strong query before that.
Employee motivation Among financial, economic, and human resources, the latter are more important and have the potential to provide a company with a competitive advantage over competitors (Rizwan& Ali 2010).
Employee performance is fundamentally influenced by many factors such as performance appraisals, employee motivation, employee satisfaction, compensation, training and development, job security, organisational structure, and others, but this study focuses solely on employee motivation because it has the greatest influence on employee performance.
Employee motivation is one of the policies implemented by managers to improve effective job management among employees in organisations (Shadare et al, 2009). A motivated employee is aware of the specific goals and objectives that must be met, and he or she directs his or her efforts in that direction.
Employee motivation is influenced by both personal attributes and the workplace environment.Organisations profit from “engaged workers” in a variety of ways. Two-way communication helps to form employees’ perceptions and aids the organisation in better understanding employees.
Employee satisfaction has a favourable influence on client satisfaction in the service industry (Harte, Schmidt, & Hayes, 2002). Furthermore, for organisations to have efficient organisational management, there must be an open line of communication between bosses and employees. Employees should be involved in company decision making; this helps to eliminate gossip in the workplace.
It is evident that a delighted employee works enthusiastically to satisfy customers and fulfil organisational goals, whilst an unmotivated person does the opposite.Employee Motivation’s Advantages in Nigerian OrganisationsEmployee motivation is critical in Nigerian organisations because it delivers the following benefits:
Increases employee efficiency.A subordinate’s or employee’s level is determined by more than just his credentials and talents. To get the most out of his work performance, the gap between ability and willingness must be bridged, which aids in boosting the level of performance of subordinates.
This will result in increased production, lower operating costs, and improved overall workplace efficiency (Adi, 2000).. Utilises human resources
To achieve its objectives, any business requires physical, financial, and people resources. Human resources can be fully utilised by motivating them. This can be accomplished by increasing staff motivation to work. This will assist organisations in ensuring the best possible utilisation of resources (Rothberg, 2005).
Establishes a friendly bondEmployee happiness is influenced by motivation. This can be accomplished by keeping in mind and designing an incentive strategy for the benefit of the workforce.
This could result in the following:Monetary and non-monetary incentives,personnel are given opportunities for advancement, while ineffective personnel are penalised.
Employees will be more adaptable to changes and will show no resistance to change, resulting in a smooth and sound business in which individual interests will coincide with organisational interests, resulting in profit maximisation through increased productivity (Anka, 1988).
Contributes to the attainment of organisational objectives.The goals of an organisation can be achieved only when the following factors occur:-the best possible utilisation of resources, a cooperative work environment, the employees are goal-directed and act in a purposeful manner, goals can be achieved if coordination and cooperation occur concurrently, which can be effectively done through motivation (Anka, 1988) This leads to workforce stability.
The stability of a company’s workforce is critical to its reputation and goodwill.
Employees would remain loyal to the organisation only if they have a sense of engagement in management. Employee skills and efficiency will always benefit both businesses and employees. This will result in a favourable public image in the market, which will attract competent and skilled personnel to a company.
“Old is gold,” as the saying goes, and this applies to the role of motivation here; the older the people, the more experience and adjustment into a concern that might benefit the organisation (Rothberg, 2005).
As a result, the purpose of this research is to provide an evaluation of motivational policies in improving employee performance in the public sector.
1.2 STATEMENT OF THE PROBLEM
Employees are a critical resource for the organisation in the civil service.
As a driver of organisational productivity, progress, and achievement of broad and sub-goals
Of the organisation. However, in the culture of Africa and Nigeria, employee performance is valued.
Can only be maximised if they are well motivated with the appropriate motivational incentives.
Employees come from various levels of the organisation, thus a proper motivational policy is essential.
Should be developed and implemented if the civil service is to maximise the performance of its workforce. It is intriguing to note that the average attitude of the Nigerian worker to perform well at work depends on his being adequately motivated; otherwise, we discover redundancies, tardiness to work, absenteeism, abandonment of duties, procrastination, and extreme misconduct.
As a result, the difficulty confronting this research is to provide an evaluation of motivational strategies in boosting employee performance in the public sector.
1.3 RESEARCH QUESTIONS
1 What is the nature and significance of motivational policies?
2 How do motivating policies affect employee performance?
3 What is the nature, significance, and influence of motivating policies on employee performance?
Imo state civil services.
1.4 RESEARCH OBJECTIVE
1 To ascertain the nature and significance of motivational policies in the public sector.
2 To assess the influence of motivational policies on employee performance in the public sector.
3 To ascertain the nature, significance, and influence of motivating policies on employee performance.
Imo state civil service
1.5 SIGNIFICANCE OF THE STUDY
The study will focus on employee motivational policies in the public sector.
It will present the impact of motivational policies on employee performance.
The report will also act as a resource for public-sector managers and other professionals.
1.6 HYPOTHESIS STATEMENT
1 Ho Employee productivity in Imo state civil service is low.
Hello, employee productivity in imostate civil service is high.
2 Ho Motivational policies in Imo state civil service are insignificant.
Hello, Imo state civil service’s motivational policies are crucial.
3 Ho Impact of motivating policies on staff performance in the Imo State Civil Service
Is low
The impact of motivational policies on employee performance in the Imo state civil service is significant.
1.7 SCOPE OF THE STUDY
The paper focuses on the examination of motivational policies in boosting employee performance in the public sector, with an imo state civil service case study.
1.8 DEFINITION OF TERMS
MOTIVATION DEFINED
Motivation is considered as a process of stimulating individuals to do organisational tasks as well as a process of stimulating oneself to action in order to satisfy a perceived need.
Ajibola (1976). Furthermore, Ajibola points out that staff are encouraged to attain not only organisational goals but also their own goals through encouragement. This demonstrates that organisations cannot achieve success without their people as their bedrock.
DEFNING OF EMPLOYEES
Employees, according to Hornby (2010), are “people who are paid to work for someone” (p.480). Employees are those who work for a public or private employer and are paid in wages, salary, commission, tips, piece rate, or pay in kind, according to the International Labour Organisation.
It is crucial to understand that an employee is someone who, under a contract, is hired by an employer in either a private or public entity of an organisation to work for that organisation, with a reward at the conclusion of the work, such as a salary, pay, or other compensation on a daily, weekly, or monthly basis.
In addition to this viewpoint, a Nigerian employee should be allowed the liberty of having a voice or the freedom to contribute to the organization’s decision making.
DEFINITION OF AN ORGANISATION
It is defined as “an organised or cohesive group of people working together to achieve commonly acknowledged goals and objectives…. Most commercial organisations’ primary goals are to develop a product or service that customers will enjoy.
I purchase, therefore making a profit (McGovern, 1999). However, not all organisations are for profit. Some are service-oriented. The hope of reaching goals and objectives may be the same, but the functions and activities will undoubtedly differ.
DEFINITION OF ORGANISATIONAL MANAGEMENT
Organisational management is defined as “the process of planning, organising, leading, and controlling the effort of organisation members and resources within an entity with the overall goal of achieving its objectives.”
To be effective and beneficial, a business’s organisational management must be able to make decisions and address issues (Business Dictionary.com).
These just show that for good organisational management, the essential function of management must be present, and this alone cannot work without the resources and, most significantly, the lubricant of any organisation, which is the employee. This demonstrates how crucial an employee is to the success of any organisation.
Employee motivation and organisational management are inextricably linked; an organisation cannot function without its employees, who act as the motor that keeps it running.
To attain a long-term aim in the organisation, personnel must be considered when decisions are made. A motivated employee is a valued asset who may contribute significantly to the organization’s business and revenue growth.
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