Promoting Productivity In Civil Service
(A Case Study Of Enugu State Civil Service Commission)
Enhancing productivity within the civil service is paramount for efficient governance and service delivery. By implementing strategic measures such as streamlined workflows, incentivized performance management systems, and targeted training initiatives, government agencies can optimize their operations and better serve the needs of citizens. Leveraging technology, such as automation and data analytics, also plays a crucial role in modernizing bureaucratic processes and reducing administrative burdens. Moreover, fostering a culture of collaboration and innovation among civil servants fosters synergy and creative problem-solving, leading to enhanced productivity across various departments and agencies. Additionally, promoting transparency and accountability through effective communication channels and performance metrics reinforces public trust and confidence in the civil service. Through these concerted efforts, government bodies can achieve greater efficiency and effectiveness in fulfilling their mandates while meeting the evolving demands of society.
This study is a research of the Enugu state civil service commission the purpose of the study includes.
1) To find out whether civil servant are actually performing below standard.
2) To find out whether productivity is really declining in the civil service
3) To find out what the cause are in the civil service
4) To find out measures to be fake in order to arrest the situation
While carrying out the research the duties collection method adopted was the questionnaire the statistical toll used was chi- square. A total of one hundred questionnaires were distributed act of which twenty worse referenced the finding from the hypothesis and research questions show that.
1) Adequate knowledge of job requirement recruitment of motivation and use of official working hand in the civil service.
2) The important of incentives and motivation to increasing efficiency in the civil service.
At the and the researcher made recommendations some of them include.
1) Management should improve the working conductive for the staff to achieve organizational goal.
2) They should and have a communication un between them because communication is one of the toll that could to effective management and employs skilled people in order to have efficient out put and to achieve them objectives .
3) Management should also motivate their workers through
Title page
Approval page
Dedication
Acknowledgement
Abstract
Table of content
List of table
CHAPTER ONE
INTRODUCTION
1.1 Background of study.
1.2 Statements of problem.
1.3 Purpose f the study
1.4 Scope of the study
1.5 Research questions
1.6 Research hypothesis
1.7 Significance of the study
1.8 Limitations of the study
Reference
CHAPTER TWO
REVIEW OF RELATED LITERATURE
2.1 Meaning of productivity
2.2 Productivity decline in the civil service
2.3 Cause of productivity decline in the civil service
2.4 Conduction for promoting productivity in the civil service
Reference
CHAPTER THREE
RESEARCH DESIGN AND METHODOLOGY
3.1 Research design
3.2 Area of the study
3.3 Population of the study
3.4 Sample and sampling procedure
3.5 Instrument for data collection
3.6 Validation of the instrument
3.7 Reliability of the instrument
3.8 Method of data collection
3.8 Method of data analysis
References
CHAPTER FOUR
DATE PRESENTATION AND ANALYSIS
4.1 Presentation & analysis data
4.2 Testing of hypothesis
4.3 Summary of result.
Reference
CHAPTER FIVE
DISCUSSION RECOMMENDATION AND CONCLUSION
5.1 Discussion of result findings
5.2 Conclusion
5.3 Implications of the research findings
5.4 Suggestion for further research
Reference
Bibliography
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
There historical background the civil service data 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 stenotherm.. The headquarter of the most technical departments was in Ebutometa that of the veterinary service was in vow while that agriculture and forestry was in Ibanda field administration was co-ordination from two centers Kaduna for the north and Lagos later Enugu for the south. In 1939 southern Nigeria was split into two regions eastern and western region respectively. The Rechard constitution in 1946 further divided the country into the regions namely. The northern and eastern regions. The McPherson constitution of 1951 introduced the apartments of ministers for the regions and at the center, there were also the suggest the independence of the civil service between the politicians in office and the authorities of the central government.
During the Lord Laugard era the duties of all administrative offices were just that of maintaining law and order in the district placed under their immediate administrative control. It was only at the end of world war 11 (two) that effort were made to achieve 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 he western Nigeria civil servant were told that policy making was the exclusive function of the legislature. So, the civil savants were to do whatever the legislature wanted them to do. in the eastern state civil servant were to give sound advice to the political leaders control the traditional aspects of the government activities and were also to be efficient executives who could manage and treat all the complex operations of modern state.
In the northern Nigeria the duties of administration office includes to give out him self you service to train people to build up an efficient institution of local government and finally to facilitate the emergence of an intelligent and responsible public opinion. The system of administration that emerged on independence was British in character. It was also English language that was used as a medium of communication in the conduct of government. The country sought civil war six years after independence and this was quickly followed by another six years of oil boom which brought about extreme materialism. This gave use to great indiscipline corruption and a total contemplation of order within the whole society including the civil service. Having discussed the historised background of the civil service and its roles before and after independence, it is necessary at this stage to define the “productivity which is the main objective of this research.
Productivity has been defined as the volume of goods and service produced per worker with in 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 to finding the causes and thereby bring about commendation that will promote productivity in the civil in general to achieve a successful result in the programme, this researcher has decided to carry out 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 become independence. This study is set out to asses 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 the present study is to large extent explained by the tittles promoting productivity in the civil service. To be more specific the purpose are as follows.
i) To identify the things that makes civil servant to perform below standard.
ii) To find out the main cause of productivity decline in the civil service commission.
iii) And to determine the measures to be taken in order to arrest the situation
1.4 SCOPE OF THE STUDY
For one to carry out a research of this nature one would always require adequate provision of finance and accurate information. The inadequate of these factors affected this research in the following.
FINANCE: It has been major in any type of project. This id true in the sense that some has to make some trips from one place to another in research of information. Unfortunately the cost of transportation has uses greatly these days making it difficult for the researcher to level to all the places he would have wanted.
LIMITATION OF THE STUDY: At the time questionnaire were distributed to some members of staff of Enugu state civil service commission. Some felt reluctant to receive them on the pretence that they were too busy with office work. Some workers even complained that because they were civil servant they could not answer every question.
1.5 RESEARCH QUESTIONS
The research question of the present study are to a large extent explained by the little promoting productivity in civil service commission specifically they are as follows. Was quite constrained by times given to carry out a study magnitude.
FINANCE: Lack of sufficient finance was another factor that constrained the study as there was insufficient found (money) to meeting up with the financial demand of the study.
1.6 RESEARCH QUESTIONS
The research question of the present study are to a large extent explained by the little promoting productivity in civil service commission specifically they are as follows.
i) What are the thing that makes civil servant to perform below standard
ii) What are the main cause of productivity decline in the civil service commission
iii) What is the measure to be taken modern to arrest the situation?
1.7 RESEARCH HYPOTHESIS
In seeking for ways of promoting productivity in the civil service in Enugu state civil service commission, it is essential that one would have a through understanding of the low productivity in service, it is when this understanding is there that suggestions can be made to solve the problems
The following research hypothesis are being considered.
H0: Adequate knowledge of job acquirement does not promote efficiency
and effectiveness in the civil service
H1: Adequate knowledge of job acquirement does not promote efficiency
and effectiveness in the civil service
H0: Recruitment of qualified personals does not ensure high performance in
civil service
H1: Recruitment of qualified personals ensure high performance in
civil service
H0: Incentive and motivation does not promote productivity in civil service.
H1: Incentive and motivation does not promote productivity in civil service.
H0: The use of official working house does not promote productivity in the
civil service
H1: The use of official working house promote productivity in the civil service
1.8 SIGNIFICANCE OF THE STUDY
The main significance of this study is to promote productivity in the civil service mainly in the Enugu state civil service commission.
If the productivity of Enugu state civil service commission is promoted the following people will benefit from it
1) The civil servant of the commission they will benefit in the sense that the workers in the commission will be enjoying good pay and allowances
2) The government will also benefit from the promotion, in this case government will no more be faced with the problems of state and complains that comes from the civil servant of the commission.
Promoting productivity in the civil service is essential for efficient and effective government operations. Improved productivity can lead to better service delivery, cost savings, and a more responsive government. Here are some strategies to promote productivity in the civil service:
- Clear Goals and Objectives: Clearly define the goals and objectives of government agencies and departments. Ensure that all employees understand their roles in achieving these goals. This clarity helps align efforts and resources towards common objectives.
- Performance Measurement and Evaluation: Implement performance measurement systems that track the progress of projects and programs. Regularly evaluate the performance of civil servants and provide feedback to help them improve.
- Training and Development: Invest in continuous training and development programs to enhance the skills and knowledge of civil servants. Ensure that they have the tools and resources needed to perform their jobs effectively.
- Use of Technology: Embrace technology to streamline processes, reduce paperwork, and improve communication. Automation of routine tasks can free up employees to focus on more complex and value-added activities.
- Employee Engagement: Engage civil servants in decision-making processes and encourage their input on how to improve efficiency. Engaged employees are often more motivated and productive.
- Performance-Based Incentives: Consider implementing performance-based incentive programs that reward high-performing civil servants. These incentives can be financial or non-financial and should be tied to specific performance metrics.
- Streamlined Bureaucracy: Reduce unnecessary bureaucracy and red tape. Simplify procedures and eliminate redundant steps in processes to speed up decision-making and execution.
- Collaboration and Communication: Encourage collaboration among different government departments and agencies. Improved communication can help avoid duplication of efforts and promote the sharing of best practices.
- Data-Driven Decision Making: Use data analytics to make informed decisions. Data can provide insights into areas that need improvement and help allocate resources more effectively.
- Leadership and Accountability: Strong leadership at all levels of government is crucial for promoting a culture of productivity. Leaders should set the example and hold themselves and their teams accountable for results.
- Flexibility and Adaptability: Be open to change and adapt to evolving circumstances. A flexible civil service can respond more effectively to challenges and opportunities.
- Employee Well-Being: Prioritize the well-being of civil servants. A healthy work-life balance and a supportive work environment can improve job satisfaction and productivity.
- Citizen Engagement: Engage with citizens and solicit their feedback to better understand their needs and expectations. This can help in tailoring services to meet the public’s demands more effectively.
- Benchmarking: Compare the performance of your civil service with that of other countries or regions to identify areas where improvements can be made.
- Transparency and Accountability: Promote transparency in government operations and hold civil servants accountable for their actions. This helps build trust with the public and can improve productivity.
Promoting productivity in the civil service requires a combination of leadership, effective policies, investment in human capital, and a commitment to continuous improvement. By implementing these strategies, governments can enhance their ability to deliver services efficiently and meet the needs of their citizens effectively.