TABLE OF CONTENTS
Title page
Table of content
CHAPER ONE: GERNERAL INTRODUCTION
1.1 Background of the study
1.2 Statement of research problems
1.3 Research question
1.4 Objectives of the study
1.5 Research hypothesis
1.6 Significant of the study
1.7 Scope and limitation
1.8 Scheme of chapter
CHAPTER TWO: LITERATURE REVIEW
2.1 Introduction
2.2 Managerial Knowledge, Motivation &Employees Performance
2.3 employee retention in public service
2.4 strategies for employee Retention
2.5 effect of poor leadership in public organization
2.6 causes of conflict between employees in an organization
CHAPTER THREE: RESEARCH METHODOLOGY
3.1 Introduction
3.2 research design
3.3 research population
3.4 sample and sampling techniques
3.5 sources of data collection
3.6 administration of questionnaire
3.7 method of data analysis
3.8 method of testing hypothesis
CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS
4.1 Introduction
4.2 presentation and Analysis
4.3 Test of Hypothesis
CHAPTER FIVE
5.1 Introduction
5.2 Summary
5.3 Conclusion
5.4 Recommendation
Bibliography
Appendix
CHAPTER ONE
1.1 BACKGROUND OF THE STUDY
One of the major problems confronting management today is that of motivation to perform assigned task to meet or surpasses predetermined standard. Motivation is that energizing forces that induces or compels and maintains behaviors. Human behaviour is motivated it is goals directed. It is not easy to motivate an individuals, for the success of any motivational effort depends on the extent of which the motivator meets the needs of the individual employees for whom it is intended. Motivation is an internal psychological process whose presence or absence is intended from observed performance. Motivated workers tend to exercise quarter initiative and direction, courage, energy, and the persistence to optimize goals; a motivated person takes action and does what ever is needful to achieve his or her goals. Motivation becomes strong, when you have a vision, a clear mental image of where you want to achieve, and also a strong desire to manifest it. In such a situation, motivation awakens inner strength and power, and pushes you forward making your vision a reality; as such rethinking public service motivation increase employees performance and retention.
With reference to Nigeria motivation was introduced to increased performance and productivity. The development of any organization very much depends on effective employees motivation, motivation was introduced because of the following reasons which include among others; rewards are a great motivator. In fact, much of what we do in life is motivated by a reward of some kind, whether intrinsic or extrinsic employees motivation in an organization increase confidence and job satisfaction, if you are out of shape or overweight, it can take a lot of courage to start an exercise routine; an organization will not be able to achieve their goal effectively but motivation brings about goal effectively but motivation brings about goal achievement; it exercise hasn’t been enjoyable for you, it’s time to find a way to make it fun. Everyone likes doing things to enjoy. You might have running but enjoy swimming or riding a bike: motivation also changes the behaviour of an employee towards increased performance and retention; motivation enhance group dynamism and craft a good relationship between job and employee.
In spite of all these reasons mentioned, there are a number of problems affecting public service motivation among these problems include, in Nigeria today lack of proper managerial knowledge, economic depression and high rate of unemployment have made most workers subject to....
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