Every organization seeks to get the best out of their workforce. The extent to which this is realized depends on what actually motivates the behaviours of such workers or employees. In conscious attempt to make optimum utilization of employees for greater output, organizations tend to adopt motivational techniques and strategies mostly financial to achieve their aim. Consequently, this study focused on motivation and improvement of organizational efficiency in Nigerian public service: an appraisal of Nigeria Immigration Service, Enugu State Command. Herzberg Two Factor theory of motivation which opines that there is need to improve what he referred to as the ‘motivator and hygiene factors’ to achieve the happiest and the most productive workforce was adopted as a theoretical framework. According to the theory, as a matter of fact, the organization or employers should ensure that employees feel appreciated and supported by applying the dual features of motivators and hygiene factors. On sources of data collection, questionnaire was employed as the primary source while textbooks, journals, gazettes, newsletters and other published works, including internet resources, constituted the secondary source. The study found out that emoluments and remunerations in the Nigeria Immigration Service has significant effect on employee improvement and efficiency (β =.146; t=3.118; p<0.05). However, the study recommended a periodic re-evaluation of salary and benefit packages of employees by organizations as workers see their pay as an indication of the value their employer placed on their services.
One thing that is common to all organizations is the fact of existence of a set goal to achieve. Meanwhile some organizations or institutions are primarily geared towards profit-making, while others are primarily established for the purpose of provision of peculiar services which of course, may not be voluntary but also not profit-driven.
In light of today’s business conditions, motivating people to give their best has become more crucial than ever, because of stiff competition and economic uncertainties. The factor that can set apart an organization in this turbulent environment be it in the public or private sectors is its people. Therefore establishing and maintaining a stable workforce is a major concern of human resource department. Motivation in the work context is defined as an individual’s degree of willingness to exert high level of effort to achieve productivity (Robin & Decenzo, 1995). Naturally, organizations seek out individuals who are motivated to perform well in the workplace. In addition, they hope to employ people who have the ability to motivate others with whom they work with –subordinates, peers, and superiors– to work harder towards the accomplishment of goals assigned to them. If organizations can motivate employees to become effective problem solvers and to meet or exceed customer expectations, then the organizational goals and objectives can be realized (Havard Press, 2005).
Nevertheless, worker’s motivation is essential since there seems to be a direct relationship between motivation and efficiency. It also appears that only through motivation can managers help their employees generate the excellent performance that enables companies or organizations to boost profitability, survive and even thrive during tough times. Similarly, Hornby and Sidney (1988) opines that increased motivation especially financial incentives creates the conditions for a more effective workforce, but because work motivation is an interactive process between workers and their work environment, good management and supervision are still critical factors in reaching organizational goals.
Download the rest of the work from the link below the references
Adamolekun, L. (1983). Public administration: A Nigerian and comparative perception. Longman Inc.
Anichebe, O. (2002). Nigerian government and politics. Summerhill Publications.
Basil, A. (2010). Motivation and productivity in the public sector organizations: A case study of National Population Commission Enugu. (MSc. Thesis).
CDFIPB. (2012). A handbook on Civil Defence, Fire, Immigration and Prisons Services Board.
Harvard Business School Press. (2005). Motivating people for improved performance.
Herzberg, F., Mausner, B.,& Snyderman, B. (1959). The motivation to work. John Wiley.
Ozoude, M. (2009). Introduction to personnel management. Bazino Enterprise
Panay, M. (2016). Theories of motivation. Zuma Publication.
Taiwo, S. (2005). Repositioning national security: A condition for attracting foreign direct investment.A paper presented at the School of Strategic Studies, Jos.
Yaro, Y. (1973). Statistics: An introductional analysis. Harper and Row Publishers.