ANALYSIS OF FACTORS RESPONSIBLE FOR LOW PRODUCTIVITY IN THE CIVIL SERVICE
- Project Research
- 1-5 Chapters
- Quantitative
- Simple Percentage
- Abstract : Available
- Table of Content: Available
- Reference Style: APA
- Recommended for : Student Researchers
- NGN 3000
ABSTRACT
This study was carried out on the factors responsible for low productivity in the civil service using Enugu State civil service commission as case study. To achieve this 3 research questions and hypothesis were formulated. The survey design was adopted and the Taro Yamane formula was employed in this study. The population size comprise of the 100 Staff of staff of Enugu State civil service commission. Through the use of Taro Yamane formula, the researcher determined a sample size of 80 respondents and all were validated. Self-constructed and validated questionnaire was used for data collection. The collected and validated questionnaires were analyzed using frequency tables and percentage. While the hypothesis were tested using Chi-square statistical tool SPSS v23. The result of the findings reveals that there are variety of factors which causes civil servants to perform below standard and among them include; Poor Education Background Of Workers, lack of motivation, incompetency and lack of adequate skills, it was also disclosed that the main causes of productivity decline in the civil service commission include lack of training, lack of motivation, absence of participative management, poor leadership style, wrong delegation of job, poor salary scale, lack of adequate training, delay in payment of salaries, and lack of adequate modern equipment. The result also find out that the recruitment of qualified personnel ensures high performance in civil service and incentive and motivation promotes productivity in civil service. Lastly, the use of official working hours promotes productivity in the civil service. Based on the findings, the researcher recommended that there is urgent need to base appointments, recruitment and promotions in the State Civil Service on merit. The selection procedure should satisfy the essential requirements of validity and reliability. Secondly, there is need to review the motivational incentives given to Civil Servants in the State, so as to be in line with the prevailing economic realities. Thirdly, there is need to train and retrain the State Civil Servants adequately. This is to enable then1 to be abreast with modern administrative and management techniques. This is necessary because the society is fast changing, creating new and complex problems in government, with attendant changes in the roles of Civil Servants. Fourthly, the State Government should endeavor to pay salaries and allowances of workers as and when due. And lastly, other measures as outline in table 4.4 should be adequately implemented.
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