IMPACT OF MOTIVATION ON EMPLOYEES PERFORMANCE IN A PUBLIC SECTOR

Project Abstract

Over the year employees in National Identity Card Management Commission, Abuja have experienced an era of dissatisfaction and lack of motivation on their job. It is in the light of the above statement that this study was undertaken to determine the relationship between motivational factors and general level of job satisfaction and productively. The research to investigate the response of the employee about the nature of the job, pleasure that he derive from the job, and also the level of motivation given to them (employees). The method used in collecting data for the study includes; questionnaire, which of course is the main sources, interview and observation were also used. After the data’s were sorted out and analyzed, the researcher discovered that adequate motivation factor intends to compel employees performance but certain factors such as poor pay package, lack of inventive, promotion, lack of individual participation, in decision making e.t.c has an adverse effect in performance and productivity. Hence, there is need to improve the general welfare of employees in their organization.

Project Overview

INTRODUCTION1.1 Background of the StudyHow much motivation and job satisfaction do workers need or get toward executing their duties efficiently and effectively for higher productivity. In order words, what are the basic need for workers and how are they satisfied by their employer? To most people, what have come uppermost in their minds when looking for job is the salary attached to it but then is salary all that it takes to be satisfied with a job? In Nigeria today, lack of proper managerial knowledge, economics depression and high rate of unemployment have made most workers subject themselves to deplorable working condition which of course are the catalyst of low productivity.The management of most organization tend to believe that workers are satisfied with their job but unfortunately they are not because they are aware that the job market is tight, they stick with the one they have not minding the condition they face.The disadvantage of this scenarios to the employer is that most often these workers do not put their best effort toward attainment of organizational goals and as a result of that low productivity will be achieve. The big question is how many organization are willing to continually motivate their employees to enhance higher productivity?Managers in most of these organization are aware of the situation in the labour (employees) putting in their best in terms of productivity. The needs for security of all types physical, psychological and economic are important for effectively productivity. Security can serve as an incentive to some individuals to remain with the organization and put his/her maximum effort in productivity.One of the major aims of the research is to investigate extent which management of the organization make use of motivation as a tools to enhance the performance of the employees in the organization, using National Identity Card Management Commission Abuja as a case study.1.2     Statement of the ProblemThe impact of motivation on employees performance in a public sectors. Where is observed that employees are not motivated, where motivation are not been given adequate attention. The study therefore attempt to access whether or not motivation enhance employees performance in a public sectors especially National Identity Card Management Commission Abuja.1.3     Objective of the StudyThe objective of the study are as follows:

1. To identify the impact of motivation on employees performance in a public sectors.
2. To highlight what motivation can do in an organization.
3. To make recommendation for its improvement.

1.4     Significance of the StudyThe emergency of motivation has a lot benefit on the strength of an organization employees through the grants of motivation.It is significance also in the area of exploitation and available to achieve a maximum output in the public sectors. service organizations. Public productivity and management review. 19 (3): 256-277