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THE EFFECT
OF EMPLOYEE MOTIVATION ON PUBLIC SECTOR PERFORMANCES
CHAPTER ONE
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 ac
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