AN EXAMINATION OF THE FACTORS CONTRIBUTING TO DIMINISHED PRODUCTIVITY WITHIN THE CIVIL SERVICE

ABSTRACT: This study used the Enugu State Civil Service Commission as a case study to investigate the causes of low productivity in the civil service. Three research questions and a hypothesis were developed in order to do this.  In this study, the survey design was chosen, and the Taro Yamane formula was applied. The Enugu State Civil Service Commission's 100 employees make up the population. The researcher calculated a sample size of 80 respondents using the Taro Yamane formula, and each response was confirmed. A self-made, verified questionnaire was employed to gather data. Frequency tables and percentages were used to analyse the completed and verified questionnaires. While SPSS v23's Chi-square statistical tool was used to test the hypothesis. The findings show that a number of factors contribute to civil servants performing below expectations, including inadequate education backgrounds, a lack of motivation, incompetence, and a lack of necessary skills. It was also revealed that the primary causes of the decline in productivity at the Civil Service Commission were a lack of training, a lack of motivation, a lack of participative management, a poor leadership style, improper job delegation, a poor salary scale, a lack of adequate training, late salary payments, and a lack of modern, adequate equipment. The findings also indicate that hiring competent workers guarantees excellent performance in the public sector and that incentives and motivation increase productivity. Finally, adhering to statutory working hours increases public service output. The study advised that the State Civil Service urgently adopt a merit-based hiring, promotion, and appointment policy based on the findings. The selection process must meet the fundamental standards of reliability and validity. In order to bring the State's motivational incentives for civil servants into compliance with current economic realities, it is also necessary to review them. Thirdly, the State Civil Servants must receive proper training and retraining. This will allow then1 to stay up to date with contemporary methods of management and administration. This is required because society is changing quickly, resulting in new and complicated issues for the government and adjustments to the duties played by civil servants. Fourthly, the State Government need to make an effort to provide employees with their salary and benefits on time. Finally, it is important to appropriately apply the additional steps listed in table 4.4.

TABLE OF CONTENT

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

Data Presentation and Analysis

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