Project – MOTIVATION AS A TOOL FOR EFFECTIVE SERVICE DELIVERY. A STUDY OF ALAKUKO DIVISIONAL POLICE STATION, LAGOS STATE

ABSTRACT

This project looked into the Motivation as a tool for effective service delivery. Four research questions were formulated for the study all derived from the objective of the study.  Questionnaire was used to gather data from thirty (30) respondents in Alakuko Divisional Police Station, based on the research questions drawn for the study. No sampling method was adopted as the population studied was manageable. Simple percentage method was used to analyze the data collected.  The study revealed that motivation enhances staff commitment. Staff can be motivated through many ways in order to get the best in them.  This can be done by identifying what constitutes the staff needs. The study also revealed that lack of motivation leads to poor staff commitment. Finally, the study recommends among others that management should be sensitive to the needs of their workers and take palliative measures towards alleviating them. Organizations should adopt management style that create a sense of belonging; boost staff self-esteem. Effort should be made by management of organizations (with particular reference to Alakuko Divisional Police Station) to motivate their staff through prompt promotions, provision of loans, job security and conducive working environment and ensure that workers are happy and ever enthusiastic about their job.

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

Motivation is a critical factor in the effective service delivery of any organization, including the Nigeria Police Force. According to Adebayo and Kolawole (2016), motivation is a psychological process that causes the arousal, direction, and persistence of voluntary actions that are goal-directed. In the context of the Nigeria Police Force, motivation can be seen as a tool that influences the behavior of police officers towards achieving the organizational goals of maintaining law and order. The authors further argue that motivation, whether intrinsic or extrinsic, can significantly impact the performance and productivity of police officers.

No matter how organized a business organization is, most of the problems faced by its’ executive are the effective management of its human resources to achieve organizational goals (Zhor, & Oldham, 2004). This means that all those who are responsible for the management of any organization must build into the entire system factors that will induce people to contribute as effectively and efficiently as possible. A manager does this by building into every possible aspect of the organizational climate those things which will induce people to act in desired ways.

The role of motivation in the Nigeria Police Force has been extensively studied. For instance, a study by Ojedokun (2011) found a positive correlation between motivation and job performance among Nigerian police officers. The study revealed that officers who were well motivated showed a higher level of commitment, dedication, and effectiveness in their duties. This finding underscores the importance of motivation as a tool for effective service delivery in the Nigeria Police Force.

However, the issue of low motivation among Nigeria police officers has been a recurring problem. According to a report by the CLEEN Foundation (2012), many police officers in Nigeria are demotivated due to poor working conditions, inadequate remuneration, and lack of opportunities for career progression. This situation, the report suggests, has led to a decline in the performance and productivity of many police officers, thereby affecting the overall effectiveness of the Nigeria Police Force.

In response to this problem, several scholars have proposed strategies to improve the motivation of Nigeria police officers. For example, Adebayo and Kolawole (2016) suggest that the Nigeria Police Force should adopt a comprehensive motivation program that includes competitive salaries, regular training and development, and a clear career progression path. They argue that such a program would not only improve the motivation of police officers but also enhance their performance and productivity.

Furthermore, a study by Ojukwu and Shopeju (2011) recommends the use of non-monetary motivational tools such as recognition and commendation, provision of adequate working tools, and improvement of working conditions. The authors argue that these non-monetary incentives can significantly enhance the motivation and job satisfaction of police officers, thereby leading to improved service delivery.

According to Tongo, (2005), human motives are based on needs, whether consciously or subconsciously felt. Some are primary needs, such as physiological requirement for water, air, food, sex, self esteem, status, affiliation with others, accomplishment and self assertion. As can be readily seen, these needs vary in intensity and over time with various individuals. However, motives are inner states that energize, activate, or moves (hence motivation), and that directs or channels behavior towards goals”.

In other words, “motivation” is a general term applying to the entire class of drives, desires, needs, wishes and similar forces. Likewise to say that managers motivate their subordinates is to say that they do these things which they hope will satisfy these drives and desires and induce the subordinates to act in a desired manner (Silverman 2006).

Motivation could be seen as those things that could be done to propel workers to put in their best to achieve organizational objectives. According to Qureshi (2007) motivation “has to do with the forces that maintain and alter the direction, quality and intensity of behaviour”. It is true that people participate in an organized enterprise andin all kind of groups in order to achieve some goals that they cannot attain as individuals. But this does not mean that they will necessarily work and contribute all they can to be sure that these goals are accomplished.

Motivation is a state which drives behaviour towards some goal. In other words, motivation has three aspects:

(a) A driving state within the organism that is set in motion by bodily needs, environmental stimuli, or mental events such as thoughts and memories;

(b)  The behaviour aroused and directed by this state; and

(c)  The goal towards which the behaviour is directed.

Motives as a consequence arouse behaviour and direct it towards appropriate goal(s). When we emphasize on these three aspects, motivation may be seen as the conditions, which influence the arousal, direction and maintenance of behaviours relevant in work setting (Qureshi 2007).

Some staff considered job satisfaction as a result or part of motivation. Job satisfaction is the result of various attitudes possessed by an employee. In a narrow sense, these attitudes are related to the job and are concerned with such factors as wages, supervision, conditions of work, advancement opportunities, recognition of ability, fair evaluation of work, social relations on the job, prompt settlement of grievances and fair treatment by employer (Olajide 2000).

Motivation is one of the most effective tools used by management today to bring out the best in the work-force and achieve higher productivity. Motivation serves as a means of propelling the mind of an individual to direct his/her behaviour or activate towards the achievement of specific goals. The manager in an organization must manage time, money, equipment and other resource efficiently to achieve the objective of the organization. It is the effective management of the human resources that provides the harmony needed by these resources to create a viable working environment for the achievement of the corporate objectives (Olajide 2000).

1.2 STATEMENT OF THE PROBLEM

The Nigerian Police Force, like any other organization, requires motivated personnel to deliver effective services. However, there seems to be a significant problem regarding the motivation of police officers in Nigeria. The issue is not just about the lack of motivation but also about the quality of motivation provided. This problem is evident in the numerous complaints about the inefficiency of the Nigerian Police Force, which is often attributed to the low morale and motivation among the officers.

Motivation is a crucial tool for enhancing productivity and efficiency in any organization. In the context of the Nigerian Police Force, motivation can come in various forms such as adequate remuneration, provision of necessary work tools, conducive work environment, recognition, and opportunities for career advancement. However, these motivational tools seem to be lacking or inadequately provided, leading to a decline in the effectiveness of the police officers’ service delivery.

The lack of motivation among Nigerian police officers has resulted in several negative consequences. These include poor performance, corruption, lack of commitment to duty, and a general decline in the quality of police services. This situation is detrimental to the overall security of the nation, as the police force plays a critical role in maintaining law and order.

The problem is further compounded by the fact that the Nigerian Police Force is often perceived negatively by the public. This negative perception is largely due to the perceived inefficiency and corruption within the force. This perception further demotivates the police officers, creating a vicious cycle of low motivation and poor service delivery.

The issue of motivation among Nigerian police officers is a complex one, with several underlying factors. These factors include poor remuneration, lack of necessary work tools, poor working conditions, lack of recognition, and limited opportunities for career advancement. Addressing these factors is crucial for improving the motivation of police officers and, consequently, their service delivery.

 

In conclusion, the problem of motivation as a tool for effective service delivery among Nigerian police officers is a significant one that requires urgent attention. Addressing this problem will not only improve the efficiency of the police force but also enhance the overall security of the nation. Therefore, it is crucial to explore effective strategies for motivating Nigerian police officers to enhance their service delivery.1.3OBJECTIVES OF THE STUDY

The main aim of this study is to examine Motivation as a tool for effective service delivery.  It is in this regard that the objectives of this study include the following:

1. To find out whether motivation can enhance staff productivity.
2. To find out whether lack of motivation leads to poor staff productivity.
3. To examine the kinds of motivation employed by employers.
4. To determine the factors employers take into consideration when considering motivation.

1.4 RESEARCH QUSETIONS

The following research questions will be answered in this study:

1. Can motivation enhance staff productivity?
2. Does lack of motivation leads to poor staff productivity?
3. What are the the kinds of motivation employed by employers?
4. What are the factors employers take into consideration when considering motivation?

1.5 SIGNIFICANCE OF THE STUDY

The search for solutions to the numerous difficulties confronting the workfoce of numerous establishments has nearly proved futile. As a result of these non-performance or poor employee’s commitment, this study aims to contribute to the search for a solution to the problem of workforce motivation and low commitment in Nigerian workplaces. The study’s findings and recommendations will undoubtedly aid in resolving basic problems of work in Nigerian establishments. Again, the significance of the study will be appreciated once it is clear that an organization with all the trappings of efficiency and high productivity will be rendered impotent and ineffective if the individual human beings whose efforts are to be co-ordinated and harnessed towards the achievement of the organization’s goal are dissatisfied and thus unmotivated.

1.6 SCOPE OF THE STUDY

This study is focused on examining the Motivation as a tool for effective service delivery. A study of Alakuko Divisional Police Station, Lagos State. Specifically, this study will focus on finding out whether motivation can enhance staff commitment, finding out whether lack of motivation leads to poor staff commitment, examining the kinds of motivation employed by employers and finding out whether the use of motivation is effective in increasing employee commitment.

 

 

1.7 LIMITATIONS OF THE STUDY

This study is limited to examining the Motivation as a tool for effective service delivery. Specifically, this study will be limited to finding out whether motivation can enhance staff commitment, finding out whether lack of motivation leads to poor staff commitment, examining the kinds of motivation employed by employers and finding out whether the use of motivation is effective in increasing employee commitment.Selected respondents from staff of Alakuko Divisional Police Station,  Ifako Ijaiye, Lagos State will serve as enrolled participants for the survey of this study, therefore the results cannot be generalized to other secondary schools outside the state.

1.8 DEFINITION OF TERMS

Motivation:These are factors (familiarity, concern and driving force), which exist or are provided in a work situation either physically or psychologically which determine the input and productivity level of the worker.

Employee: A person employed for wages or salary, especially at non-executive level.

Commitment: The state or quality of being dedicated to a cause, activity, etc.

Project – MOTIVATION AS A TOOL FOR EFFECTIVE SERVICE DELIVERY. A STUDY OF ALAKUKO DIVISIONAL POLICE STATION, LAGOS STATE