Strategic Staffing and Motivation in the Nigerian Civil Service (Kaduna State as a Case Study)

Authors

  • Olaniyan Timothy A.
  • Olaniyan Enoch J.
  • Ayangbekun Oluwafemi J. Redeemer's College of Technology & Management Km. 46, Lagos-Ibadan Expressway Mowe, Ogun State. Nigeria

DOI:

https://doi.org/10.24203/ajbm.v7i2.5778

Keywords:

Employee, Ministry, Motivation, Strategic

Abstract

The study "strategic staffing study of Kaduna state civil commission both by academic and service commission continue to be well-research topic both by academic and commercial firms. The aim of strategic staffing and motivation is to have well motivated employee as well as having managers with the possibility to motivate others. The focus is on the factors managers use to motivate employees and differences regarding gender and age. The purpose with the study is to provide a better understanding of the employee motivation issues in Kaduna state government, with emphasis on the five selected ministries in Kaduna state, Nigeria. i.e. Ministry of Environmental and Natural Resources, Education, Town Planning, water Resources and Youth and Sports. The findings show that motivation in its various forms has a direct impact on the performance Of employees. Today employees are more motivated by intrinsic factors rather than extrinsic which dominated in the past, but none of the two can be overlooked by managers when motivating their employees, It is recommended that both internal and external motivational factors should be explored by managers while managers themselves should be performance driven, an attribute which is a motivational factor in itself. Survey method was used in the research and simple percentages were also used in the interpretation of the data analysis.

 

Author Biography

Ayangbekun Oluwafemi J., Redeemer's College of Technology & Management Km. 46, Lagos-Ibadan Expressway Mowe, Ogun State. Nigeria

Principal Lecturer,

Head of Department,

Department of Computer Science

Redeemer's College of Technology & Management
Km. 46, Lagos-Ibadan Expressway
Mowe, Ogun State.
Nigeria

References

Adebayo, (2010).Motivational Management: Inspiring people for maximum performance, New York: Ebrary Inc.

Adeleke, (2011). How to motivate every employee: 24 proven tactics to spark productivity in the work place, New York: ebrary Inc.

Adeyeye (2009), An Evaluation of Strategy Human Resource Management (SHRM). Practices in Nigeria Universities: The Impact of Ownership Type and Age. European Journal of Economics, Finance and Administrative Sciences

Bechet Ventures, (2006). For Enterpreneurs: Motivating Employees, Retrieved; January 2013, http://www.gaebler.com

Collins (2001), Strategy for Staffing: Employer Branding & Person Organization Fit. India. Journal of Industrial Relations. Vol 44, No1, Page 35-48

Levering L.M. (2004). Learning and behaviour: a psychobiological perspective, New York.

Mullins N.R. & Adams W.G. (2005). Towards an integrated model of intrinsic motivation and career self-management, Career Development International. Vol. 11.

Mullins LJ (2005). Management and Organisational Behaviour. Prentice hall. UK 7th Ed. 88(431):1052-1058.

Robbins (2008), The effects of Staffing and Training on Firm Productivity and Profit Growth Before, During and After the Great Recession. Journal of Applied Psychology; Vol 99; No3, Page 361-389

Soanes .J. (2004). Keeping Employees, National Federation of Independent Business, Retrieved; January 2013, http://.nfib.com/pgge/home.

Downloads

Published

2019-04-19

How to Cite

A., O. T., J., O. E., & J., A. O. (2019). Strategic Staffing and Motivation in the Nigerian Civil Service (Kaduna State as a Case Study). Asian Journal of Business and Management, 7(2). https://doi.org/10.24203/ajbm.v7i2.5778

Issue

Vol. 7 No. 2 (2019): April 2019

Section

Articles

License

  • Papers must be submitted on the understanding that they have not been published elsewhere (except in the form of an abstract or as part of a published lecture, review, or thesis) and are not currently under consideration by another journal published by any other publisher.
  • It is also the authors responsibility to ensure that the articles emanating from a particular source are submitted with the necessary approval.
  • The authors warrant that the paper is original and that he/she is the author of the paper, except for material that is clearly identified as to its original source, with permission notices from the copyright owners where required.
  • The authors ensure that all the references carefully and they are accurate in the text as well as in the list of references (and vice versa).
  • Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgement of the work's authorship and initial publication in this journal.
  • Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal.
  • Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See The Effect of Open Access).
  • The journal/publisher is not responsible for subsequent uses of the work. It is the author's responsibility to bring an infringement action if so desired by the author.