This research study The Role of Motivation on Workers
Performance in the Nigeria Public Service focuses on “job security” as a
motivating factor to higher workers performance with a study of Nigeria College
of Aviation Technology (NCAT) Zaria, Kaduna State, between 2013-2017. The necessity of this
study arose because job security has been found to be one of the effective tool
for improving workers performance and also encouraging high productivity
leading to achieving the organizational goals. This study sought to know if workers of Nigeria
College of Aviation Technology (NCAT) Zaria, are motivated enough to perform as
they should. Hypothesis are raised to be tested it also contains the history of
(NCAT), the organizational structure/functions as well as chart. Scholars opinions on motivation and
job security was also looked into under the related literature Abraham Maslow’s
hierarchy of needs theory was used to give the study a framework. Survey
research method is adopted. Data was generated through the usage of questionnaire, percentage was used
as a descriptive statistical tool of analysis. The hypothesis raised in chapter
one are tested using the chi-square (X2) method after which major
findings were made. From the result obtained in the finding, it was observed that the
(NCAT) has done enough to ensure that employees in the organization have a
sense of belonging and a feeling of security over his or her job.
Recommendation were further given, that the organization should increase or
maintain the level of
motivation on job security for their workers in order to enhance increase in
productivity and to as well prevent the problem of negative labor turnover.
TABLE OF CONTENTS
Title page – – – – – – – – – i
Declaration – – – – – – – – – ii
Approval page – – – – – – – – – iii
Dedication – – – – – – – – – iv
Acknowledgement – – – – – – – v
Abstract – – – – – – – – – – vi
Table of content – – – – – – – – vii
1.0 Introduction – – – – – – – – 1
1.1 Background of the Study – – – – – 1
1.2 Statement of the Problem – – – – – 2
1.3 Aim of the Study – – – – – – – 4
1.4 Objective of the Study – – – – – – 5
1.5 Significant of the Study – – – – – 5
1.6 Hypothesis – – – – – – – 6
1.7 Scope and Limitation – – – – – – – 6
1.8 Limitation of the study – – – – – –
CHAPTER TWO: LITERATURE REVIEW AND THEORETICAL FRAMEWORK
2.1 Introduction – – – – – – – 14
2.2 Historical Background of the Study – – – – 15
2.3 Literature review – – – – – – – 16
2.4 Theoretical framework – – – – – – 17
CHAPTER THREE: RESEARCH METHODOLOGY
3.1 Introduction – – – – – – – 24
3.2 Research design – – – – – – – 24
3.3 Population of the study – – – – – 29
3.4 Sample Size – – – – – – – – 29
3.5 Sampling techniques – – – – – – 30
3.6 Instrumentation or sources of data collection – – 30
3.7 Procedure for data collection – – – – 32 3.8 Method of Data Analysis – – – – – 32
CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS
4.1 Introduction – – – – – – – 33
4.2 Presentation of Data and Analysis – – – – 33
4.3 Research Findings – – – – – – – 42
4. 4 Test of Hypothesis – – – – – – – 42
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATION
5.0 Introduction – – – – – – – 44
5.1 Summary – – – – – – – – 44
5.2 Conclusion – – – – – – – – 45
5.3 Recommendation – – – – – – – 45
Bibliography – – – – – – – – 48
– – – – – – – 50
CHAPTER ONE– INTRODUCTION
The issue of motivation of employees is of great importance to both management and workers in the organization.
Right from the beginning, management of organizations have been facing the problem of how to motivate workers to greater performance with a view of increasing productivity, more so, and job efficiency. Even up till now, the problem still persists in some public and private organizations. Although much has been said on this subject but the fact is that, motivation has received attention from practicing managers and organizational researchers in recent years.
Efforts have been made to get workers to come on time and work maximally for their pay. However, workers alone should not be held responsible for low productivity. There is need on the part of management to motivate workers.
1.1 BACKGROUND OF THE STUDY
In any organization either public or private, the human resources or workers are very crucial to the survival and efficient performance of the organization as it has to do with the achievement of the purpose for which the organization is established. Often a times this is made possible when the workers are very sure that their job is secured in that organization that means, as employees of the organization their appointment will not be terminated abruptly no matter the economic condition of the organization or the entire country.
Workers who are sure of their tenure in an organization are likely to be motivated by what may be referred to as job security and this may likely enhance their performance in the organization they are currently working as employees.
Motivation may simply mean a worker performance in his/her workplace what he/she will not have done if he/she is not motivated.
It is assumed that where workers are motivated, they hardly disengage themselves from such an organization simply because they may have a sense of belonging in the organization they many also have a sense of been secured no matter the economic condition of the organization or the national economy at large.
The contrary takes place when workers are not very certain of their tenure in an organization. Uncertainty or Job insecurity may sometimes lead to workers embezzling the funds of such organization where they feel they have no job security, workers may be highly unstable due to insecurity as it has to do with their stay in an organization.
The researcher therefore wishes to investigate the extent to which job security as a motivating factor to employees will enhance their performance as far as their primary assignment to the organization they belong is concerned.
It is in the light of this that the Nigeria College of Aviation Technology (NCAT) will be assessed to find out if Job security could serve as an incentive to its workers towards enhancing their performance.
1.2 STATEMENT OF THE PROBLEM
Organizations public/private often a times see or witness the going in and out of the organization. In most cases where workers move in out of an organization, all things been equal might be that they are not very sure of the security of their job.
It is commonly found that workers especially in the private organization who are well paid as far as wages and salaries are concerned, do abandoned such workplaces for public organizations who pay less. Could it be because those joining the public organization from the private organization are not sure of their tenure in the private organization?
The researcher wishes to find out the extent to which job security could serve as a motivating factor that could lead to higher productivity among the workers of the public organization.
1.3 OBJECTIVES OF THE STUDY
The objectives of this research are to:
- To find out if job security could serve as an incentive for higher performance among public servants.
- To find out the extent to which job security can bring about stability or can solve the problem of negative turnover in public organization.
1.4 SIGNIFICANCE OF THE STUDY
The choice of this research work is meant to contribute to the existing knowledge about job security as a motivating factor towards achieving higher productivity in public organization especially the Nigeria Institute of Transport Technology, Zaria.
It is in the light of this that the researcher tend to make this research work a reference point to other researchers who may want know how job security could serve as a motivating factor towards achieving higher productivity for the organization.
The study therefore, is important as it will bring out obvious troubled spots i.e. in the aspect of job security as a motivational factor and will also guide the organization in its decision making.
- RESEARCH HYPOTHESIS/RESEARCH QUESTIONS
In order to have an in-depth study of job security as a motivational factor in the public service, the following questions were raised by the researcher:
- Can job security serve as an incentive for higher performance among public servants?
- To what extent can job security bring about stability or to solve the problem of labor turn over in an organization?
Hi: That job security enhances higher performance among public servants.
H0: That job security does not enhance higher performance among public servants.
Hi: That job security as an incentive is a solution to problem of negative labor turnover and also enhances stability in an organization.
Ho: That job security as an incentives is not a solution to problem of negative labor turnover and also does not enhances stability in an organization.
1.6 SCOPE AND LIMITATION OF THE STUDY
The main area of this study is to examine the extent by which job security as a motivational factor on workers in the public service has been beneficial and also hope that it leads to higher productivity in the Nigeria Institute of Transport Technology (NITT), Zaria.
This research is titled the role of motivation on workers performance in the Nigerian public service (a case study of Nigeria Institute of Transport Technology (NITT), Zaria). the participant of this research work includes the management team of the institute, the staffs and the some individuals residing within the neighborhood of the institute. This research work is design to span the period of four (4) years from 2016 – 2019.
The following problems were encountered by the researcher during the cause of his research:
- Time: the time specification given to carry out this project is limited, therefore many not give us the opportunity of having an in-depth study of how job security as a motivational factor has been effective towards achieving higher productivity in NCAT Zaria.
- Fund: the researcher was faced with financial challenges which is the most important thing when carrying out a research work.
The researcher despite the above mentioned problems will try to explore the extent by which job security as a motivational factor has played a vital role in the public service especially in the Nigerian Institute of Transport Technology Zaria.
1.7 DEFINITION OF TERMS
i. Role: this can be defined as the degree to which somebody or something is involved in a situation or an activity and the effect that they will have on it.