Impact of Motivation on Staff overall Performance in the State Civil Service

Impact of Motivation on Staff overall Performance in the Civil Service: A Case Study of Sokoto State Civil Service

 Statement of the Research Problem 

It is affect that organizations are set up for the purpose of achieving their desired objectives. These desired goals and objectives cannot be achieved without individuals working together in groups towards accomplishment of those common goals. It is perceived that employee benefits have a greater impact on




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After payment, text the name of the project, email address and your names to 08064502337 job performance, job satisfaction and productivity. They conceived the nationwide poor infrastructures decaying enabling environment and meager minimum financial benefit of the workers are factors for low productivity among civil servants. The Sokoto State civil service is not in isolation and forms the central point of this research.

The aim of this study is to look into how the motivational factor lures the employee to achieve a high productivity in organization. Hence, the impact of motivation of staff overall performance in the civil service, a case study Sokoto State civil service and to establish to what extent such motivational factors as financial and other incentives will lead to increased productivity/performance in an organization.

Research Questions

  1. What are the impact motivations have on the civil servants of Sokoto State?
  2. Is there any form of detriments/hindrances that stands on the progress of the civil servants?
  3. Is the working environment conducive for the optimum performance of the civil servants?
  4. What better ways can the civil servants give out their best?

Objectives of the Study

In the management of 4m’s of management resources viz materials, money, machinery and man, the most challenging resources that remain irresolvable on one-way out is the human resources. This partly is because human resources have the highest depreciating rate. It needs a constant rejuvenating and nourishment therefore, the objective is to rejuvenate and nourish the human resources needs to be clearly stated and well defined. For the purpose of this research, the objective is to:

  1. To find out the impact motivations have on the civil servants.
  2. To evaluate the approach put in place to derive optimum performance of the staffs.
  3. To identify those factors that serves as setback for productivity in the civil service.
  4. To assess the working environment if it is conducive for productivity.

Significance of the Study

The significance for this study cannot be over-emphasized. Human resources are the greatest asset available to an enterprise in fact management principles are usually central on personal management.To enable employee appreciate motivation as key study variable to utilize for optimum performance.

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The services industries who see customers as kings may not achieve their desired objectives without looking into the employees avenues to improve customer satisfaction.

The overall organization vision/mission may not see the light of the day without providing its employee with enabling environment to perform.

The government and other relevant agencies may find this research topic worthy of adding to the body of knowledge on staff motivation and performance.

Scope and Limitation of the Study

The study is aimed at providing insights into the relationship between motivation and staff performance in the civil service. Data were drawn from staff of Sokoto State Civil service as the sample for the study. For clarity of purpose, information was sourced from both junior and senior staff of the board into to have insight on how motivation impact on performance. In other words, all information for this studies (primary and secondary were source from the place of the research).


The purpose of this study is to review the impacts motivation has on the employee productivity in an organization. Motivation in the light of past researchers or works would be to define the word motivation, identify what qualities, features or characteristics that make up motivation and why these features can be developed and harnessed to enhance organization progress.

The Concepts of Motivation

To layman motivation is operationally defined as a predisposition to strive for a certain kind of satisfaction (Alkinson and features, 1996).

Motivation seems to be everyday word being used by the society motivation is to said to have been derived from a Latin words “move” which means move. It is the force or dive behind a person’s action. It causes an individual to being an incentive for employee to work towards a goal. It is usually described as an internal need that is being satisfied through the external expression in organization or public entity, the word motivation is an exceeding complex phenomenon. It is used to describe the drive that influences workers to a higher productivity and again a satisfaction that implies the existence of need, an internally driving force which stimulates the individual to engage in behaviors directed towards the attainment of a particular goals perceived by individual to be capable of satisfying the needs.

In contemporary psychology, motivation encompasses three main issues, drive or emerging factors that activate and initiate action gaols direction or the issue of seining all human behavior directed toward particular ends and goals, and the nature of reinforcement or the pleasure principle. Industrial psychologist defined motivation in term of needs executed towards goals, monitored performance, obtained rewards and satisfaction.

Theories of motivation

A theory is a systematically organized knowledge applicable to a relatively wide variety of circumstance. Although there are many theories of motivation, most of them can be classified instinct theories, drive reduction theories, annual theories or cognitive theories, these classifications are not mutually exclusive and some theories may fit equally well into more than the classification for example, feudalism theory is generally considered as instinct theory of motivation. It can well be classified as drive reduction theory in term of its basic assumption about behaviour. The main characteristic of each of these theoretical approaches are summarized by various writers faced on organizational behavior. Many writers like Randall (1954) and Sweeney and Mc Falin (2002) and Robbins (2005) have put up series of write up on theories of motivation.

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Among the proponents of the various theories are:

  1. Fredrick Taylor’s scientific
  2. Donglas Mc Grejor theory X and Y
  • Competence and achievements Mc Cellan and Atkinson
  1. Thorps orientation theory and;
  2. Expectancy theory
  3. Fredrick Taylor’s Scientific Management Theory:

Fredrick W. Taylor (1856 – 1915) is best known for defining the techniques of scientific management. It is the systematic study of relationship between people and task for the purpose of designing the work process to increase efficiency. On the basis of that, scientific method manages human factor in production of goods and services.

The basics of scientific management argument is that non-scientific methods were strenuous, less rewarding and exploitative, hence do not motivate workers. Taylor behaves that if the amount of time and effort that each worker is expected to produce a unit of output can be reduced by increasing specialization and division of labour, the production process will become more efficient, Taylor believes that the way to create most efficient divisions of labour could be most determined by the measure of scientific management.

The proponent of scientific management was hampered the notion of human behavior prevalent in Taylor’s time the popular method of human behavior was that people were and as motivated primarily by the desire for material gains. As was assured, they would therefore in a manner Bert suited to satisfy their economic and physical needs. Thus, Taylor and his followers overlooked the social needs of workers as members of group and never considered the decision created when the needs were frustrated.

They assume one had only to tell people exactly what to do to increase their earning and they will go right ahead to perform it as rational people should. The proponent of scientific management also overlooks human desire for job satisfaction. The fact was their the scientific management model of pure rational workers increasingly higher wages become increasingly inappropriately Steiner (1988:1500.

Abraham Maslow Hierarchy of Needs Theory    

The theory of motivation put forward by Maslow, is that man’s needs can be arranged in order potency and that when the basic physical needs (e.g. food, clothing, shelter) have been satisfied, their motivating power tend to disappear and the needs is more of psychological nature of sex, status, recognition, friendship come into p o in motivation and personality (1954) delineated a hierarchy of common human needs and showed how an individual’s emphasize emanated from the basic to the higher needs as satisfaction at that lower level occurred.


Maslow theory (1969) may be summarized and simplified by saying that everyone wants certain things throughout his life and these can be placed in five ascending categories namely;

  1. Basic needs: – the things needed to stay alive, food, shelter and thirst and such needs cannot be satisfied by money.
  2. Social needs: – the vast majority of people want to be part of a group and it is only through group activity that this need can be.
  3. Ego needs: – these needs may be expressed as wanting the esteem of other people and to think well of oneself, while status and promotion can offer short term satisfaction to build up the job itself and to give people a greater saying in organizing their work.
  4. Self actualization: – this is the last step in the hierarchy of needs which is also described as self fulfillment. It is the highest among the needs. At this hierarchy, the individuals want his influence to be both in physical and social environment. He is pre-occupied with desire to control the environment to be the chief executive at the community level. He would aspire to take aspires for the executive presidency. It is also the desire of this individual to wanting the world leadership and to control the universe and all the planets.

Impact of Motivation on Staff overall Performance in the Civil Service: A Case Study of Sokoto State Civil Service


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