ABSTRACT

Every organization desire to improve its efficiency or work output. In this regard, there is the need to establish ways of bringing out the best in its employed work force.  This is the brain behind this study.  This work centered on “motivation as serious and outstanding tool for improving the overall performance in civil service. The researcher limited his study to the ministry of education Anambra.  The purpose of the project/ study include to determine how a staff or employee in the ministry can be motivated to increase his level of performance.  Just as the ministry of Education Anambra was chosen as  the case study, the study wanted to findout the extent to which staff of ministry of Education in recent past have been motivated or are being motivated presently, the effect that motivation has on the overall performance of the work force in the ministry.  To this and with a view of accomplishing the task, the researcher embraced (observation and experiment) and the survey research method to enable me collect precisely the expected information. Perhaps almost every staff of the ministry improves his or her activities than ever following being motivated, vise versa.  Therefore, every organization should deem it right and important to motivate the workforce.

CHAPTER ONE

INTRODUCTION

• BACKGROUND OF STUDY

One of the most outstanding annual problems of organization is how to stimulate their employees effectively to enable the organizational set goals or target come true.

In the Educational ministry (Anambra State Ministry of Education) activities are carried out depending on how workers are best motivated. The ability to understand why people behave the way they do and ability to motivate them in a specific manner so as to produce results are the inter-related roles which are very important for managerial effectiveness.

In an organization, there are some important places where motivation in work force can occur. Against this background, thorough understanding of motivation is based on thorough understanding of human need. Human need as a matter of fact determines the eagerness of employees to face a given job.

According to Wodkowskit (1989), the main criterion for successful motivation planning no matter what the instructional plan may be is that each time phase (beginning, during and ending) of the sequence of instruction for the particular project objective includes significance positive motivation influence on the worker.

Wodkowskit further listed out six basic questions for motivation planning as follows:-

1. What can I do to establish a positive working attitude for this program?
2. How do I best meet the needs of my workers throughout this working sequence?

• What about this working conditions will stimulate my workers;

1. How is the effective experience and emotional climate for this program positive for workers?
2. How does this working pattern increase or affect workers feeling of competence?
3. How does this working pattern provide for my workers?

These basic questions for motivation planning according to Wodkowstkit points out important areas that the management of any organization should put into consideration as it concerns motivation of her workforce.

Knoueles (2010) contended that where workers are motivated to work, they work harder, learn more, have source of enjoyment and achievement, and want to continue working. A manager working with motivated workers finds instruction move successful, achieves greater satisfaction and avoids burnout.

Motivation takes people to people skills and time like a good strategy, it is an investment. It pays dividend but often not immediately. Also, because what motivates people is often beyond the inherent structure true of the knowledge or skill they are performing, it means managers have to plan for motivation on its own right, it cannot be rushed.

Brief Historical Background (Of Ministry Of Education)

Ministry of education among other ministries could be said to be exceptional in the sense that it is purely associated with acquiring and imparting knowledge and skills be it formal, non-formal or informal. It could be said to be the bedrock of other employees and employers in other ministries have passed through either one of its arm or another, in the course of acquiring knowledge, so it is a pivot on which other ministries revolves.

Education ministry is as old as civilization. This is because civilization started with exhibiting extra knowledge to better conditions of living. Bringing it home, “the ministry of Education Anambra could be seen to be as old as the advent of the European or Colonial Masters” (Fafunwa A.B 1974). They brought the idea of acquiring and imparting knowledge formally and established a ministry to be solely in charge. It took off when the country was operating under the regional system, where we have directorate of Education to three and later four regions of the country. Directorate of Education later metamorphosed to “Ministries” in 1967 with 12 states in the country.

• STATEMENT OF PROBLEMS

1. Climatic condition
2. promotion
3. welfare of workers
4. working materials
5. job rotation

A key duty of every manager in any field of human endeavor revolves around “motivating others which are possibly under him to put in their efforts towards the achievement of the set goals. It is realized that the attitude to work of every public officer is characterized by a lot of indifferences and poor reaction of management to their subordinates.

Management cannot achieve its aim without putting things in order to the climatic condition of workers as one of the external factors; it will help to motivate them.

Promotion helps to eliminate the extreme selfishness and discriminatory practice and increase work performance, which is the management target.

Welfare of workers is also another avenue for expanding organization performance. This is done by rendering the treatments to the employees such as provision of staff bus to aid fast dissemination of information and also helps pick and drop workers regularly. Establishment of health care unit within the ministry that will take care of health emergencies. Workers put in more efforts when they know that their welfare is taken care of by the management.

Working materials that the ministry requires to operate must be adequately provided to enable workers work with ease and not running from pillar to post in search of one material or the other as a result of tools being shared among workers.   Job rotation as a matter of fact is considered appropriate as that creates room to determine efficiently the capacity of an employee in a different job within the ministry. It is to these factors, having chosen the ministry of education, that we should find out how far their staff are motivated and what motivates them.

• PURPOSE OF THE STUDY

1. To actualize the perception of the ministry of education Anambra Management and staff about motivation.
2. to determine how a staff or employee can be best motivated to enhance his performance.
3. to outweigh the tools and keys of motivation being injected in the ministry of Education for employee performance
4. To find out the extent to which staff have been motivated since her establishment.
5. Observing the distraction between motivated and non-motivated staff of the ministry.
6. Finally, to determine the point of motivation in work performance with reference to Ministry of Education Anambra.

• SCOPE OF THE STUDY

This study shall cover the departments in Anambra State ministry of Education. In this project, some of the motivational tools are to be shown. Furthermore, the management of the ministry has essential tools for motivating her employees these tools shall be under studied to determine how good or bad it has been over the years.

• RESEARCH QUESITONS

1. Is motivation a tool for improving employee performance
2. Which motivational tools does the management of the ministry use in motivating her employees?
3. what is the effect of using motivation in “The Ministry of Education” if any
4. Does the management of the ministry see motivation as a tool for improving employee performance

• THE SIGNIFICANCE OF THE STUDY

The beneficiaries of the motivation include the management and workers in both public and private sectors. It constitutes help for researchers who need to know the importance of motivation and how it improves efficiency. For example professors and journalists, also undergraduates in universities, Tertiary Institution and colleges of Education whose discipline could be managements sciences. The household gain their objectives as well.

Motivation is an incentive, which opens a way for improving employee’s performance. Hence there is hope for reward; employee willingly works hard daily and increase productivity so employers obtain his purpose. The common agreement leads to unity between the employee and employer.

Motivation is seen as a force that moves one to behave the way he does. A parent can motivate a child by thanking him and buying him snacks for work well done at home. This child must be pushed to work harder the next day. Also, other children will emulate him and at the end the family will obtain its objective.

Finally, no level of management can effectively function without motivation because it enhances worker’s performance and effectively upgrade efficiency in any organization.

• LIMITATION OF THE STUDY

This research work would have been extended to other ministries in Anambra Sate but time and finance wasn’t enough to permit for that.

It is limited to Anambra State ministry of Education only. The researcher’s observance in the ministry of Education Anambra is taken as what is expected from other ministries because ministries operate and management has similar characteristics in some areas.

In view of the observations, it is taken as what will be seen if the investigations go further to other ministries.

Again time waits for no one hence our time is limited to this research.

• DEFINTION OF TERMS

• Management and its challenges: This refers to what the manager’s meet in the field of management. Management by objectives (MBO) is setting up plans earlier. In this case, it includes manager’s ability to use MBO and win the interest of its employee by bringing a better result as organization’s focus.
• Motivation: It is an incentive that moves one to behave the way he does. Human needs determine the eagerness of employee to face a given job. Employers are bound to plan the employee’s in work performance so as to achieve the expected efficiency at the end. Management is important hence it arranges plans for satisfying needs for both employer and employee to achieve set goals.
• Ministry Of Education Anambra:It is one of the ministries in Anambra State Government. It was established primarily to take care of educational activities in Anambra State from primary level to Tertiary level. The ministry ensures that there is sound education within the state.
• Instrument: The instruments used in this research include questionnaire and oral interview. It has two parts (A & B) The first part is demographic study (personal data) refers to the respondents data which include sex, marital status and qualifications. While the second part is all about how both the management and staff of the ministry view motivation. It is also to investigate it either positive or negative effect after using the motivational tools in the organization.

Oral interview was applied as it helps to investigate whether the management practices this motivation or whether the positive answers given in the questionnaire were just given in the questionnaire.

I discovered that the staff may be afraid of giving correct written information. My observation in this area is that the staff need to be given more incentives for their efficiency.

• Calculation: Simple mathematical calculation was used to find out the utilized number of questionnaires. It was calculated in percentages.
• Data: The researcher (1) used only the primary and secondary data for collecting information. The primary data is oral interview by the researcher and the secondary data was obtained from the books written by many authors.

REFERENCES

Uba, A (2010) Fundamental Psychology of Childhood and

Adolescence    Ibadan Clarierianmum Press

Ubeku, A.K.U (2005) Personal Management in Nigeria

Ethiopia   Publishing Corporate Benin City Nigeria

Morgan, C.T and King R.A (1982)Introduction to Psychology

3^rd Edition, New York McGraw Hill

Vargas J.S. (1977) Behaviour Psychology for Teachers  New

York, Harperand Raw

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