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ANALYSIS OF FACTORS RESPONSIBLE FOR LOW PRODUCTIVITY IN THE
CIVIL SERVICE
CHAPTER ONE
1.0 Introduction
1.1 Background of
the Study
1.2 Statement of
the Problem
1.3 Purpose of
the Study
1.4 scope of the
Study
1.5 Research
Question
1.6 Significance
of the Study
1.7 Definition of
Terms
Reference
CHAPTER TWO
2.1 Review of
Relevant Theory
2.2 Learning
Theory
2.3 Training Team
and Their Functions
2.4 Importance of
Training and Development
2.5 Assessing
Training Needs
2.6 Planning
Training Needs
2.7 Assessing
Training at Various Levels
2.8 Method of
Training and its technique
2.9 Criteria for
Selection of staff training
2.10 Management
Development
2.11 Methods and
Techniques for Development
2.12 Evaluation of
Training Programmme
Reference
CHAPTER THREE
3.0 Research
Design and Methodology
3.1 Research
Design
3.2 Area of Study
3.3 Population
and Study
3.4 Sampling and
Sampling Procedure
3.5 Instrument
for Data Collection
3.6 Validation of
the Research Instrument
3.7 Reliability
of the Research Instrument
3.8 Method of
Administration of the Research Instrument
3.9 Methods of
analysis of data
Reference
CHAPTER FOUR
4.0 Data
Presentation and Analysis
Reference
4.1 Discussion of
Findings
4.2
Conclusion
4.3 Implications
of the Finding
4.4
Recommendations
4.5 Suggestion
for further research
4.6
Limitation
4.7 Summary
BIBLIOGRAPHY
APPENDIX
CHAPTER ONE
1.0 INTRODUCTION
1.1 BACKGROUND OF
THE STUDY
The historical background of the civil service date back to
the end of colonial masters and post independence period. After the second World War there were about
14 British administration in the
recitation to Nigerians supported staff and one European Stenothern. The headquarter of the mot technical
departments was in Ebutometa that of reterinary service was in vow. While that of agriculture and forestry was
co-ordination from two centres Kaduna for the North and Lagos later Enugu for
the South. In 1939 Southern Nigeria was
split into two regions. The Richard
constitution in 1946 further divided the country into the regions namely the
Northern and Eastern regions. The
Mcpherson Constition of 1951 introduced the departments of ministers for the
regions and at the centre. It also
suggest the independence of the civil service between political in the office
and authorities of the central government.
During Lord
Luggard era the duties of administration officers was just maintaining of law
and order in the district placed under their immediate administration
control. It was only at the end of the
World War II, that efforts were made to achieved some social and economic
benefit for Nigerians. It was at that time that such office like the department
of marketing and export were established. In the Western Nigeria civil servants
were told that policy making was the exclusive function of the legislature. So
the civil servants were to do whatever the legislature wanted them to do. In
the Eastern state civil servants were to give sound advice to the political
leaders, control the traditional aspects of the
government activities and were also to be official executive who would
manage and treat all the complex operations of the modern state.
It was also English language that was used as a medium of
communication in the conduct of the government.
The country sought civil war six (60 years after independence and this
was quickly followed by another six (6) years of oil boom which brought about
extreme materialism. This games used to
great indiscipline, corruption and a total contemplation of order within the
whole society including the civil service. Having discussed the historical
background of the civil service and its roles before and after independence. It
is necessary at this stage to define “productivity which is the main objective
of this research.
Productivity
has been defined as the volume of goods and services produced per worker within
some specified unit of the year, month, week, day and hour. For some years now there has been consistent
public outcry about continued decline of productivity in the civil service.
It is for this
reason that this work is been carried out in the view of find the causes and
thereby bring about commendation that will promote productivity in the civil
service in general to achieve a successful result in the programme. The researcher has decided to carryout a case
study of Enugu State Civil Service Commission.
1.2 STATEMENT OF THE
PROBLEM
There has been consistent low productivity in the civil
service since Nigeria became independence.
This study is set out to assess the knowledge of job motivation and use
of official work hours in the civil service in order to promote productivity.
1.3 PURPOSE OF THE
STUDY
The purpose of this study is large extent is to explain the
titles promoting productivity in the civil service. To be more specific the
purpose are as follows:
i. To identify the
things that makes civil servants to perform below standard.
ii. To find out the
main causes of productivity decline in the civil service commission.
iii. To determine the
measures to be taken in order to arrest the situation.
1.4 RESEARCH
QUESTIONS
The research questions are as follows;
1. What are the
things that cause civil servants to perform below standard.
ii. What are the
main causes of productivity decline in the civil service commission.
iii. What are the
measures that will be taken in order to secure the situation?
1.5 RESEARCH
HYPOTHESIS
In seeking of promoting productivity in Enugu State Civil
Service Commission. It is essential for one to have a true understanding of low
productivity in civil service. It is when this knowledge is there that
suggestions an be made to solve the problems of the following research
hypothesis as being considered.
H0: Recruitment of
qualified personnel does not ensure high
performance in
civil service.
H1: Recruitment of
qualified personnel ensure high
performance in
civil service.
H0: Incentive and
motivation does not promote productivity
in civil
service.
H2: Incentive and
motivation promote productivity in civil
service.
H0: The use of
official working hours does not promote
productivity in
the civil service.
H3: The use of
official working hours promote productivity
in the civil
service.
1.6 SIGNIFICANCE OF
THE STUDY
The most significance of this study is to promote
productivity in Enugu State Civil service Commission. If this productivity is
promoted the following people will benefit from it.
1. The civil
servants of the commission will benefit in the sense that the workers will
enjoy good salary and allowance.
2. The
government will also benefit from the promotion, in this case government will
no more be faced with the problem of complains that comes from the civil
servants of the commission.
1.7 THE SCOPE OF THE
STUDY
For one to carryout with a research of this nature one would
always require adequate provision of finance and accurate information. The inadequate of these factors affect this
research in the following:
Finance: This has been the major problem in any type of
project. This is true in the sense that
one has to make some trips from one place to another in search of information.
Unfortunately the cost of transportation made it difficult for the researcher
to level all the place be would have wanted.
1.8 DEFINITION OF
TERMS
In the course of this work, some key words and phrase, which
are very vital has been explained below for better under standing.
Productivity: This is the ratio between out put an all
resources used in production.
Low Productivity: Inadequate productivity or mainly low level
of production.
Where withal: Things required or needed for a purpose.
Laxity; Careless or not strict in discipline or moral.
Technology: Mastery and utilization of manufacturing methods
and industrial arts.
Public Sector: There are of the economy concerned with the
government.
Geometrical Rate: Series of numbers with a constant ratio
between a successful quantities of the number which increase by a common
multipler or decrease by a common division.
Economy: system for the management and use of resources.
Production: Etiquette applying to real or status, correct
production.
Remuneration: Pay or reward for the service rendered.
Motivation: Cause or reason for the action of a person. Reflection of a persons desire to fulfill
certain needs.
Biennally; Happening every second year or happening once in
every two years
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