TABLE OF CONTENT
Table of contents
CHAPTER ONE: INTRODUCTION
1.1 General Background to the subject matter
1.2 Problems associated with the subject matter
1.3 Problem that the study will be concerned with
1.4 The importance of studying the area
1.5 Definition of important terms
1.6 Chapter reference using APA method
CHAPTER TWO: LITERATURE REVIEW
2.1 The origin of the subject area
2.2 The origin of the subject area
2.3 Schools of thought within the subject area
2.4 The school of thought relevant to the problem study
2.5 Different methods of studying the problem
CHAPTER THREE: CONCLUSION
3.1 Data presentation (High lights of the study
3.2 Analysis of the data
GENERAL BACKGROUND TO THE SUBJECT MATTER
Ideally, the task of administration is to develop government workers who are
able to tailor and utilize. The resources in the working society to their own
Motivations will always need the timeliness, sensitivity and vision that any
effective relationship with human growth and individuality demands. A legal
and seductive assumption is that if working itself is well planned and efficient,
motivation for what is being done should Meaty and Micely come along as
well (Deci; 1980) Vaigas (1977) noted that when workers feel a strong need for
what they are doing and the programme is well planned and stimulating with
adequate informational feedback the easier the motivation to work increases. If
this were not so motivation would not be the epidemic concern, it is for
managers. Industry and business are filled with well designed, efficient
programmes that are not very motivate part of the problem is efficiency itself.
Motivation takes people to people skills and time like a good strategy is as an
investment. It pays dividends but often no immediately. Also, because what
motivates people is often beyond the inherent structure true of the knowledge
or skill they are performing, it means managers have to plan for motivation in
its own right, it cannot be rushed. The best way to see a motivational strategy
is as an investment. It pays dividends but often not immediately. Also,
because what motivates people is often beyond the inherent structure true of
the knowledge or skill they are performing, it means managers have to plan for
motivation in it’s own right, cannot be taken for granted (Johnson and Johnson,
1982). The time continuing model of motivation is an organizational and for
motivation planning it is a systematic structure for introducing or applying
motivational strategies throughout a working sequences (Sanders, 1981).
Sanders described motivation as an organizational and motivation planning is
designing and organizing instruction so that the development and enhancement
of work motivation is an essential part of it. He also stressed that the time
continuum model of motivational helps managers to programmatically
combined a series of motivational strategies from the beginning to the end of
the work or project sequence so that a network of motivational influences is
According to Wodkowskit (1989), the main criterion for successful motivation
planning, no matter what the instructional plan may be is that each time phase
(beginning, during and ending) of the sequence of instruction for the particular
project object includes significance positive motivation influence on the
worker. He further listed out six basic basis questions for motivation planning
i. What can I do to establish a positive working attitude for this
ii. How do I best meet the needs of my worker throughout this working
iii. What about this working conditions that will stimulate my workers.
iv. How is the effective experience and emotional climate for this
programme positive for workers?
v. How does this working pattern increase or affect workers feeling of
vi. How does this working pattern provides for my workers?
Knoueles (1980) contended that where a worker is motivated to work, they
worker harder, learn more, have source of enjoyment and achievement, and
want to continuing working. A manager working with motivated workers finds
instruction move successful achieves greater satisfaction and avoids burnout.
Based on the above, it is difficult to understand whether ministry of Education
Ebonyi is achieving its objective or not. Moreover, issue of threats of
retrenchment of workers has kept workers in fear and the position of the
ministry among the top ones in the country has fallen and liquidity experience
encountered this indicate some strength and weakness efficient and different
hence even salaries are delayed.
BRIEF HISTORICAL BACKGROUND (OF MINISTRY OF
We cannot talk about motivation of staff in the civil service without taking
about the ministries that integrated to form the civil service. Ministry of
education among other ministries, could be said to be exceptional in the sense
that it is purely associated with acquiring and imparting knowledge and skills
be it formal, non-formal or informal it could be said to be the bedrock other
employees and employers in other ministries have passed through its one arm
or another, in course of acquiring knowledge, so it is a pivot on which other
Education ministry is as old civilization. This is because civilization started
with exhibiting extra knowledge to better conditions of living, narrowed down
to Nigeria “the ministry of Education Ebonyi could be seem to be as old as the
advert of the Europeans or colonial masters” (Fafunwa A.B. 1974). They
brought the idea of acquiring and imparting knowledge formally and
established a ministry to be solely in charge. It came to limelight when the
country was operating under the regional system, where we had Directorate of
Education to three and later four regions of the country. This later
metamorphosed to mysteries in 1967 with 12 states in the country.
1.2 PROBLEMS ASSOCIATED WITH THE SUBJECT MATTER
i. It appears that the resources for serious operation for motivating staff
in ministry of education are inadequate.
ii. There are the problems of motivating planning that liquidate and late
payment of salaries occurs.
iii. There is problem of threat for retrenchment of workers.
iv. The problem of running the ministry by the management consultants.
1.3 PROBLEM THAT THE STUDY WILL BE CONCERNED WITH
i. To ascertain to what extent human and non-human resources are
adequate for serious operation of the ministry.
ii. To determine how problem of motivation planning leads to liquidity
and late payment of salaries.
iii. To find out the course of threats of retrenchment to workers.
iv. To determine the problem of running the ministry with a team of
1.4 THE IMPORTANCE OF STUDYING THE AREA
The scope of this study is ministry of Education, Ebonyi made up of twelve
1.5 DEFINITION OF IMPORTANT TERMS
Having seen the dimension of this work, it is believed that suggests from this:
i. Study would help to search for the solutions to the problems facing
the civil servants in Nigeria.
ii. It would help the researcher to find way and means.
iii. It would enable the researcher to determine the effect of these
motivating factors on performance or productivity.
iv. With the finding it will help us to mate projections and prediction
with greater precision concerning the attitude of civil servant to their
v. Management, administrators, directors and policy formulators will
gain a lot if they are aware of those factors that spur or inhibit their
workers or employees to or from greater performance and
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