LACK OF INCENTIVES ON WORKERS PERFORMANCE IN PUBLIC SERVICE

1.00   INTRODUCTION

1.01   BACKGROUND OF THE STUDY

It is obvious that incentives are key to high level of performance in any endeavor. People who are committed to achieving organisational objectives generally outperform those who are not committed. Therefore, an important part of management is to help make work more satisfying and rewarding employees. With the diversity of contemporary work place this is a complex task. The goal of every organization is to optimally produce goods and services so as to maximize profit or service delivery. Organizational productivity and service however depend largely on the extent to which employees willingly put their effort at work, which have directly impact on organization productivity and success. This is the main reason why management is often concerned with that will make to (motivate) the employee to perform without being forced or rigidly monitored to do so. Hence, motivation of workers has been considered the central concern of corporate management over time, it has been difficult to device all time theory of motivation that will be applicable to all sets of workers. Provision to fulfill human needs have been considered as a strong strategy for workers motivation. The manager’s job is not to manipulate people but rather to recognize what motivate people. Managers  should know that they have a responsibility of providing an environment conductive to perform, and workers themselves do have a responsibility for self-motivation. Thus, motivation can also be seen as an essential variable for organization effectiveness and productivity. Therefore, any organization that cannot operate to a degree of significant productivity is not an important entity such as organisation would produce wholesome of disappointment to its management and a wide spread of dis-satisfaction among its entire workers. Hence a productive organization is a source of inspiration and motivation to the workers as they would be proud of such organization.

Productive on its own, depend on two variables or factors: namely; technology relevant to the organisation and employee performance. The employee’s performance on the hand is dependent on two variables as well, namely; professional and technical competence of the workers and motivation. Koontz   (1995).Asserts that all those who are responsible for the management of any organisation must build into the entiresystem factors that will include people to contribute as effective and efficiently as possible. More so, management should seek to create conditions such that workers can achieve their effort towards the goals of the organisation.

In the same vain, Njoku (2006) in his text “Administrative theory and practice”, asserts that the most important task of administrationwhat should occupy the administrations time most is how to arts and maintain the interest of its employee to work willingly and enthusiastically to the achievement of the organization goals. Therefore, the subject of motivation is very central to management and administrators because of its impact on employee productivity. However, motivation is not just restricted to physical tangible things like money, but extent to intangible physiological factors. What motivate is also affected by the situation, the inner drives the need and objectives or goods of people. Motivation, therefore is an essential variable for organisational effectiveness and productivity. Motivation is also the act to stimulating an organisation to take a desire course of action. Thus, incentive are instrument for security of a good job performance. The theory of motivation is built on the “law of effect” of psychology of learning which states, according to Beach (1999), that “behavior that is perceived to be rewarding will tend to be repeated whereas behavior that goes unrewarding or is punished will tend to be extinguished. Beach went further to define motivation as a willingness to expend energy in order to achieve a good or reward.

In Enugu North local government, there are lack of incentives. According to the research conducted by the researcher recently the workers performance in public services have affected due to lack of incentives. Their allowance were delayed, some were not considered and some were not paid example of this allowance include; transfer allowance, hazard allowance, special duties allowance, housing allowance, furniture allowance and so on.

Accommodation and housing problem in the sense that the newly posted or transfer staff have no accommodation. Inadequate equipment and also hazard and strike faced by personnel.

In the light of the above, this study is aimed at investigating the level of incentive and how it affects workers performance in public service using Enugu North local government as a case study.

1.02   STATEMENT OF PROBLEM

1.       The expatriates were self-motivated which increased their productivity but the Nigeria were not committed as to having better results.

2.       There have not been enough financial aids from the government as such the workers have low morale over their workers.

3.       Again the staff  welfare has not been properly taken care of, which has affected the productivity of the organisation.

4.       Finally, lack of motivation to the staff posed a serious problem to the workers and organisation in particular.

1.03   OBJECTIVE OF THE STUDY

1.       To examine the effect of lack of incentive on worker performance in public service

2.       To find out the extent at which employee can be empowered for efficiency

3.       To point out that good, clean environment is a good motivation for staff of Enugu North

4.       To proffer solution to lack of incentives in Enugu.

1.04   RESEARCH QUESTIONS

1.       What is the effect of lack of incentives on worker performance in public service?

2.       To what extent can employees be empowered for efficiency?

3.       Does good/clean environment a good motivator for staff in Enugu?

4.       Whatare the solutions to lack of incentive in Enugu?

1.05   SCOPE OF THE STUDY

The research work covers lack of incentives on workers performance in public service in Enugu North local government. To examine the degree at which lack of motivation affect performance in public service.

1.06   SIGNIFICANCE OF THE STUDY

1.       To the organisation, the study will enable both the private and public organisation work towards improvement on the workers morale and performance. More especiallyit will help Enugu North to enumerate strategic steps which the organisation will see that their employees are well motivated for better performance.

2.       The study will benefit prospective researchers and students.

1.07   DEFINITION OF TERMS

1.       PERFORMANCE: The proficiency in accomplishing task in relation to the standard or average time.

2.       PUBLIC SECTOR: All government organisation which depends in the government central or for the parts of all their capital and revenue and who are accountable to the government. This includes the states and federal, civil services, local government, stationary corporation authorities or commission established by the federal and state government and the armed forces.

3.       EMPLOYEES PERFORMANCE: The level of relationship between units of labour inputs and units of output.