MOTIVATION AND EMPLOYEE PERFORMANCE OF WORKERS IN THE NIGERIA IMMIGRATION SERVICE
ABSTRACT
    This study is undertaken in the Nigeria Immigration Service and its focus is geared towards establishing reasons why employees are not performing satisfactorily, what motivational measures are in place, and what can be done to ensure that there is an improvement. The notions of motivation and work performance have become a popular driving force behind most successful organizations. Public sectors have made numerous efforts towards the motivation of its workers but the challenges facing the implementation of these measures continue to persist.
        This is a cross-sectional survey research design. Questionnaires were administered to 60 employees of Nigeria Immigration Service. Ordinary Least Squares (OLS) method was used to analyze the relationship between motivation and employee’s performance. The Statistical Package for the Social Sciences (SPSS) was used for data analysis.
    Findings showed that remuneration, work environment and work hour do not have an influence on employee’s performance.
TABLE OF CONTENT
CHAPTER ONE: INTRODUCTION
1.1    Introduction     -    -    -    -    -    -
1.2    Statement of Research Problem     -    -    -    
1.3    Research Questions     -    -    -    -
1.4    Aims and Objectives of the Study     -    
1.5    Research Hypothesis  -    -    -    -    
1.6    Scope of the Study         -    -    -
1.7    Significance of the Study        -        -    -    
CHAPTER TWO: LITERATURE REVIEW
2.1    Introduction     -    -    -    -    -    
2.2       Concept of Performance   -    -    
2.3    Theories of Performance   -    -    -    
2.4    Determinants and Measures of Performance   -    
2.5       Motivation    -    -    -
2.6     Theories of Motivation-    -    -    -    -
2.7     Determinants and Measures of Motivation -         -    -
2.8     Public Sector in Nigeria -         -
2.9     Empirical Review -    
2.10     Theoretical Framework   -    -    -    -    
CHAPTER THREE: METHODOLOGY
3.1     Introduction             -    -
3.2     Research Design         -    -    -
3.3     Population of the Study    -    -    -
3.4    Sample and Sampling Technique    -    -
3.5     The Operationalization and Measurement of Variable -    
3.6     Model Specification     -    -    -    -
3.7     Sources of Data   -    -    -    -    
3.8    Data Collection Instrument and Validation    -    
3.9     Method of Data Analysis -    -    
CHAPTER FOUR: DATA ANALYSIS AND ANALYSIS
4.1     Introduction        -    -    -
4.2.     Descriptive Statistics    -    -    -    -
4.3.     Data Presentation and Analysis    -    -    -
4.4     Testing Hypothesis     -    -    -    -    
4.5    Discussion of Findings     -    -    -
CHAPTER FIVE: SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS
5.1.     Introduction             -
5.2     Summary of Findings     
5.3     Conclusion             -    
5.4     Recommendations         -    -    
5.5     Suggestion for further Studies    -    -    -
    BIBLIOGRAPHY     -    -
    APPENDICES:    Appendix I    -    
     Appendix II -    
LIST OF TABLES
Table 4.2.1: Response Rate.
Table 4.2.2: Demographic Information on Respondents.
Table 4.3.1: Performance.
Table 4.3.2: Remuneration.
Table 4.3.3: Work Environment.
Table 4.3.4: Work Hour.
Table 4.4.1: Pearson Correlation Coefficient.
Table 4.4.2: Regression Result for Performance of Employees.
CHAPTER ONE
INTRODUCTION
1.1    Introduction
Motivation is one of the most affecting human behaviour. Motivation not only affects other cognitive factors like perception and learning but also affects the total performance of an in the organization. The term motivation can be traced to the Latin Word “Movere” which means to “move” based on the Latin word Movere, move (needs ) has been defined by the Bernard Berelson (1964) as “a motive is an inner state that energies activities or moves and that directs behavior towards goals. Motives are expressions of a person’s needs; (Keith Davis, 1981), hence they are personal and internal.
Motivation is the willingness to exert high level of effort towards organizational goals continued by the efforts, ability to satisfy some individual needs (Robbins, 1996).  It is the stimulation of any emotion or desire operating upon one’s will and prompting or driving it to action (Lillis, 1985).
 Therefore motivation induces people to do their work in order to achieve the individual and organizational goals. Motivated employees may be more productive, providing they have the requisite skills to do the job and the perception to realize whether they have or not. It is just as important to take steps to improve ability by means of good selection and training as it is to pay attention to motivation.
Kempner (1971) and Everaert (1997) stressed the importance of the training and development programmes in order to motivate employees to cultivate higher performance from them. It is the product of the valence and expectancy that is the desire to fulfilling an unfulfilled need and strength of the belief that it would be fulfilled. In other words, it is that which instills in the individual a will to act in performance of a job. Motivation is thus a will to act and perform in order to achieve the desired results (Kapur and Puma, 1996).
Job performance depends on motivation, ability and environment (P = f (M;A, and e) where P = Performance, M = Motivation, A = Ability, and E = Environment (Vroom M= Motivation, A = Ability, and E = Environment (Vroom,1964). Accordingly, motivation is one of the determinants of job performance and in turn job performance directly affects the success of an organization.
Therefore employee motivation is an important aspect for the organizations survival and growth through the satisfaction of individual in the firm. Hence, it is necessary to give the focus on the side of motivation, especially in satisfying different types of employees.
The growth rate of the nation and the society’s increasingly demand on the economy for private consumption, investment  and improved quality of life are part of the fundamental issues facing most developing economies like ours “Nigeria”, there is the general conception that the nation’s economic growth rate is largely a function of the productive capacities of its citizens. Workers performance and productivity is therefore a critical factor in economic development and in acquiring organizational goals.
In view of the above, there is a need to recognize the factors that aid productivity. The performance of an individual in increasingly productivity is brought about by an important factor, “motivation”. To achieve the organization goals either in the public or private sector successfully, management must know best to make employees do what they want them to do i.e. perform their duties to the fullest.
Motivation can be brought by such factors like achievement and other things associated with self-actualization of the individual worker on the job, the welfare of the workers and the understanding of the forces that lead to improve morale, well being, greater happiness, and better self-realization on the part of the employees, (Zalerik, 1998).
Human beings perform activities that are goal oriented i.e. doing something for a purpose. Motivation is the psychological construct that explain those human behaviour. For this reason we need to know what activities employees have to undertake at a given time and why. In a nutshell the basic principles of motivation must be understood and practiced for improved performance among workers.
1.2    Statement of the Research Problem
The major problem of this study is to know if motivation affects employee performance. The advent of lack of incentives and remunerations to motivate employees has affected their attitudes towards work. The desire and flare for excellence in craftsmanship might be quenched. Such consequences could breed dislike for the work itself making a person hate his /her job. To profer a solution to achieving an effective workforce is the purpose of the research.
1.3    Research Questions
In this research study, the following questions have been withdrawn for further learning:
1)    To what extent does remuneration affect employee performance?
2)    To what extent does the work environment affect employee performance?
3)    To what extent does work hour influence the performance of employees?
1.4    Aims and Objectives of the Study
The broad aims and objective of the study of Motivation and Employee Performance in the Public Sector is to find out the effects motivation has on the performance of employees
The other aims and objectives are:
i)    To examine how remuneration influences the performance of workers.
ii)    To investigate the impact of work environment on employee motivation.
iii)    To examine how work hour affects employee performance.
1.5    Research Hypothesis
    From the above research questions/objectives, the following hypotheses are stated in null form
1.    H0: Remuneration does not significantly affect the employees performance
2.    H0: Work Environment does not significantly affect employee performance.
3.    H0: Work Hour does not significantly affect employee performance.
1.6    Scope of the Study
This study concentrates on finding motivational factors peculiar to the public sector (Nigeria Immigration Service), so as to ascertain their impact on the performance level of the workers. The study speaks about motivation as a means of fostering and encouraging employees to put in all their efforts into management processes.
1.7    Significance of the Study
The findings of this study will lead to the benefit of society considering that motivation plays an important role in the performance of employees in the organization today.
The fact that employee performance is driven by reward system, compensation and incentives justifies the need for these approaches to be carried out by the organization. Thus, organizations that apply the recommended approach derived from the results of this study will be able to attain an effective and efficient workforce.
For the researcher, the study will help to uncover critical areas in the employee motivation process that many researchers were not able to explore. Thus, a new theory on motivation as it affects employee performance will be arrived at.

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