THE EFFECT OF EMPLOYEE MOTIVATION ON PUBLIC SECTOR PERFORMANCES (A CASE STUDY OF NIGERIA NATIONAL PETROLEUM CORPORATION (NNPC)
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THE EFFECT OF EMPLOYEE MOTIVATION ON PUBLIC SECTOR PERFORMANCES
(A
CASE STUDY OF NIGERIA NATIONAL PETROLEUM CORPORATION (NNPC)
TABLE OF CONTENT
Chapter One
1.0
Introduction
1.1 Background of the
study
1.2 Theoretical
Framework
1.3 Statement of the
Problem
1.4 Objective
of the
Study
1.5 Research
Question
1.6 Significance of
Study
1.7 Scope and
limitations of the study
Chapter two
2.0 Review of Related
Literature
2.1 The theory of
motivation
2.2 What is
Motivation
2.3 Classifications
of Motivation theories
2.3.1 Content
theories
2.3.2 Process
Theories
2.3.3 Reinforcement
Theories
2.4
Mallow’s Hierarchy of needs
2.4.1 Physical
needs
2.4.2 Security
Needs
2.4.3
Belongings and Love (or social Needs)
2.4.4
Esteem
2.5 Motivation and
Performance in Public Sector
2.6 How to
motivate
employees
2.7
The outcome of motivation to
employee and the
organization
Chapter
three
3.0 Research
methodology
3.1 The design of the
study
3.2 The Area of the
Study
3.3 Population of the
study
3.4 sample and
sampling Techniques
3.5 Instrument of
Data Collection
3.6 Validation of
instrument
3.7 Method of Data
Analysis
Chapter four
4.0
Presentation, Interpretation and Analysis
Introduction
4.1
Presentation
4.2
Interpretation
4.3 Analysis of
Data
Chapter five
5.1 Summary of the
study
5.2
Recommendations
5.3
Conclusion
5.4 Suggestion for
further
Study
Bibliography
Questionnaires.
CHAPTER ONE
1.0
INTRODUCTION
Generally, an employee brings to the
business organization a set of wants that issue from his basic needs
structure. The satisfaction of there want is to some extents with the
control of the make money feed their families well and
enjoy better conditions of living. Hence, if working will make
them earn more than they normally do, especially when they
have skill and energy to do so motivation implies more incentives
and inducements, which will make the workers feel more
committed to duty because of the hope of the income it will
aid to his regular salaries.
On various occasions, highly motivated
people have achieved success despite the absence of good plans or
effective organizational structure. And of course the more highly
motivated the subordinate the less control is necessary to ensuring that
work will be executed.
However, motivation is not a substitute
for planning organizing and controlling. Motivation implies that more
power has with the subordinate who may assist direction in carious
ways.
An in-satisfied need creates tension, which stimulates drive within the
individual. There drive generate search behaviour to find
particular goals that if attained, satisfy the needs and leads to
the reduction of tension. motivated employee are in a state of
tension. In order to relieve this tension, they engage in activity. The
greater the tension the activities to bring about the relief therefore when we
see people working hard to some activity by a desire to achieving they are
driven by a desire to achieving some goals that they
perceive as having value to them.
Motivation and employee performance is a vital tool for achieving
organizational goals. In the public sector, it is easy for the manager
toad a little incentive to motivating his workers for greater performance and
higher productivity.
Against the background, the estimated number of employee in National Nigeria
Petroleum corporation (NNPC0 is 200 employed in Aba and 400 employed in Port
Harcourt totaling 600 employed.
Therefore, research tends to finding out the problem facing Nigeria economy and
employee performance. The research hope to finds out how and to what extent and
improved incentives or motivation of employees in the NNPC helped in
productivity and the effect of management productivity.
1.1.
BACKGROUND OF THE CASE STUDY
The Nigeria National Petroleum
Corporation, otherwise known as NNPC is a commercial Integrated International
Oil company engaged in exploring production processing, transportation
and marketing of crude oil gas.
Their products and derivatives.
The corporation is oriented towards
efficiency, profitability and financial autonomy to maintaining its leadership
roles in Nigeria as long-term growth and economic development through the start
up and fostering of new gas and petroleum based Industries.
The NNPC was established in 1977 by the NNPC Act number thirty three (ACT
33) Pf the Year thoroughly the merger of the Nigeria National
Oil development Company (NNDC where functions were mainly operational and the
then Federal Ministry of petroleum resources which performed the
regulatory function. The two body were merged to create a more virile
oil agency and optimize human and infrastructure resources
available to government. The then NNPC, Therefore performed both Operational as
well as regulatory functions and it was divided into eight divisions to
carry out those functions effectively.
In October 1985, the corporation was
owing to the demand of Oil Industry, re-organized into six (6)
autonomous limits known as sectors in a bid to encourage
innovation, efficiency and positive aggressiveness.
On Monday 21st January 1988, presidents Ibrahim Badamasi, Babangida announce
the re-organization and commercialization of a more result-oriented
organization. In the new re-organization, which was the out come of along
period of studies, seminars, work shops and restructured into three major
responsibility namely; corporate services (which includes finance
administration, public affairs Personnel technology and
corporate legal matter): Operation (which include ,exploration and
production, includes, exploration and production, gas manufacturing,
petrochemicals and National Petroleum Investment.
Crude Oil marketing and production
sector of the Industry, while the Corporations services and Groups executives
Director (GED) heads Operations, Arms NAPIMS is headed by a
co-coordinator
A high point of the re-organization is the establishment of eleven subsidiary
Companies Under the operations arms the companies are: the Nigerian Petroleum
Development Company Limited 9For exploration and production of petroleum). The
interpretation for NNPC and other oils Africa, Warri Refinery and petrochemical
company Limited (for refinery of certain black and polypropy lever
petrochemical): Kaduna Refinery/ and petrochemical company Limited (for
refinery of petroleum and production of Linear Alky Benzene and heavy
zalkylates): and the pipe lines and products marketing company Limited
(for buying Crude oil from government, transports some to refineries to NNPC
depots for sales to marketers):
Other company Includes hydrocarbon service of Nigeria Limited (for petroleum
products marketing abroad in joint venture with chevron): National Engineering
and technical Company (to engineering NNPC jobs and other and others to be won
in Nigeria and African): Liquefied National gas company Ltd. (to set up the LNG
Project in joint venture with shell, and ELF).
Port Harcourt Refinery company
Limited (for refinery petroleum especially for export), and the Element
petrochemicals Company Limited (to Manufacture petrochemicals in a joint
venture between NNPC and the Private sectors).
Another Important Aspect of this re-organization was the transfer
of the petroleum inspectorate, the rest while regulating arm of the NNPC
to the Petroleum. Resources Department of the Ministry of Petroleum Resources.
A major implication of the restructuring of the NNPC is now financially
autonomous in all its operations.
Therefore, the corporation is expected
to make regular dividend payments to government as a returns for government
investment in its.
1.2
THEORETICAL FRAMEWORK
In research studies and report of these
kinds, different approaches are usually used as a heuristic diverse to explain
what really constitutes the scope of such study.
Douglas McGregor late professor of managerial at MIT State the human bid of
enterprises is all a piece of assumptions management Holds about control human
resources determine the whole character of the enterprise.
These assumptions determine also the
quality of the successive generations management.
Douglas McGregor concluded that a manager’s new of human nature is based on one
of two sets of assumptions about people and that a managers new of human nature
is based on one of two sets of assumptions about people and that managers tend
to mould their behaviour towards subordinates according to which set of
assumption they hold. The first set of assumption, basically negative, McGregor
labeled theory X and the second Y.
Under theory X the four assumptions
held by the manager are:
Employee inherently dislike work and
when even possible, will attempt to avoid it.
Since employee dislike work, they must
be covered controlled or threatened with punishment to achieve desire goals.
Most workers place security above all
other factors associated with work , and will display little ambition.
Contrary wise McGregor listed the following assumptions under theory Y.
The expenditure of physical effort in
work is as natural as play or rest.
External control and the threat of
punishment are not the only means of objectives to which he is committed.
Commitment to objective is a as result
of the reward associated with their achievement.
The average human beings have under proper
conditions not only to accept but also to seek responsibility.
There assumptions McGregor felt
provided a better explanation of human nature and therefore
indicated the need for a different managerial strategy in dealing
with people .
The motivational implications if you accept McGregor’s analysis, is that
the framework presented by Maslow. Theory X assumes the Lower order needs
dominate individuals. Theory Y dominate individuals. Theory Y assumes that the
higher order needs dominate. McGregor himself held to the belief that theory Y
assumptions were more valid than theory X. Therefore, he proposed ideas like
participation indecision-making.
Opportunities for responsible and challenging jobs, and good group relation as
approaches that would maximize an employees job motivation.
Relating McGregor’s theory X and Y to present situation in NNPC, One can
categorically say that most managers in the corporation use both theory X and
Y.
However, for effectiveness productivity
in terms of employee motivational to be ascertained in an organization the both
theories X and Y should be practical zed used by only management
for a better performance.
1.3 STATEMENT OF THE
PROBLEM
There is a general belief in work
environment that employees in state owned enterprise are not well motivated.
Nigeria National Petroleum Corporation
(NNPC). Is just one such organization. In the past six year or more, there have
been charge of Negligence leveled against NNPC management Culminating into incessant
Strices Agitations labour unrest and eventually how productivity evidence in
shortage of petroleum product in the country. The above situation has even been
brought into lime light by regular facing the NNPC, but it is regrettable that
there has note the case of the problems that are apparently plunging the nation
to untold hardship.
On the other hand, since employees
represent the most relevant portion of the asset of the corporation. There is
need to prevents the welfare of the workers. This will includes in insight of
their general performance given the situation existing in the oil corporation.
Consequently, in the research intend to find out to what extent the employee in
the co-operation are motivate and its impart on their performance.
1.4 OBJECTIVES OF THE
STUDY
The study will generally attempt to
contribute to solution of motivation in the Nigeria petroleum co-operation but
specifically.
To ascertain whether the supervisory
style has any effect on motivates staff achieves success in the absenc3e of
good plan or effective organization structure.
To find out whether motivation can lead
to organizational effectiveness in NNPC.
To offer suggestion on how to use
motivational tools on NNPC workers to achieve greater outputs.
1.5 RESEARCH QUESTIONS.
Research process can be viewed as a
four-level hierarchy of questions. However, in general a term, when mention is
made of research question what comes to mind is a reflection of the general
purpose of the research. They are question asked in order to locate answers to
the research problems. They convert the research problem into question in
specifics, thereby making them variable.
However, research problems dissolve into research questions, which are in turn
converted into hypothesis for testing and providing answers to the problems,
for example.
Does manager’s supervisory style affect
employee’s attitude to work positively significantly.
What are the positive and significant
relationship between motivation of workers and increased performance in the
public sector
How the level of competence of managers
of performing their duties in NNPC.
1.6 SIGNIFICANCE OF
STUDY
It is expected that this will help
Nigeria national petroleum in co-operation in no small measure in providing
possible solution to its motivation problems.
Academically, this study constitutes a
contribution in the field of public administration especially as its studies
motivation and performance in the public sector.
It will help the feature researchers who will like to carry out a researcher in
motivation for further consultation of performance and motivation. The study
gives the researchers the opportunity to known more about NNPC
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