AN ASSESSMENT ON THE IMPACT OF MOTIVATION ON THE PERFORMANCE OF CIVIL SERVANT IN CAMEROON : THE CASE OF CIVIL SERVANTS IN THE MINISTRY OF EDUCATION, CAMEROON.

CHAPTER ONE

INTRODUCTION

Background of the study

Staff morale in public sector has the potential to influence fiscal and monetary policy on a local and national scale. Increased productivity, success, survival, growth, and development—as well as decreased staff turnover—are essential in today's technical, scientific, and competitive environment. According to Abubakar, Esther, and Angonimi (2020), there is a substantial difference between the population of workers and the total workforce of a country. Productivity, economic growth, and workers' social welfare are all impacted by treatment of employees. In order to boost organizational productivity and economic growth and development, it is important to encourage personnel to perform at a high level and produce high-quality goods.

Undoubtedly, employee performance in businesses is greatly influenced by motivation, which is described as the internal and external forces that push people to seek out certain objectives or results (Aishwarya, 2021).  Motivation significantly influences the performance of civil servants, as evidenced by numerous studies in organizational psychology and public administration. One study by Brewer and Selden (2000) found that motivated civil servants demonstrate higher levels of job satisfaction and commitment, leading to increased productivity and efficiency. When civil servants feel motivated, they are more likely to go above and beyond their job requirements, resulting in better service delivery and outcomes for citizens (Brewer & Selden, 2000). Furthermore, motivated civil servants are better able to cope with the challenges and demands of their roles, contributing to reduced absenteeism and turnover rates (Perry & Wise, 1990).

Moreover, intrinsic motivation, stemming from a sense of purpose and personal fulfillment, is a key determinant of civil servants' performance. Research by Deci and Ryan (1985) suggests that individuals are more likely to be intrinsically motivated when they perceive their work as meaningful and aligned with their values and interests. Civil servants who find purpose in serving the public are often more committed and passionate about their roles, leading to higher levels of motivation and job satisfaction (Deci & Ryan, 1985). Therefore, fostering a sense of purpose and autonomy in the workplace can contribute to a more motivated and high-performing civil service workforce. 

Employee morale, productivity, and the quality of educational services offered can all take a hit when public servants face obstacles to advancement in their careers, such as low pay, insufficient recognition, and bureaucratic red tape.. According to a study by Perry and Wise (1990), transformational leadership styles, which emphasize inspiration, vision, and intellectual stimulation, have been shown to positively influence the motivation and performance of civil servants. Transformational leaders create a supportive work environment where employees feel empowered and valued, leading to higher levels of motivation and engagement (Perry & Wise, 1990). Additionally, leaders who provide clear goals, feedback, and recognition can help maintain motivation levels among civil servants, thereby improving overall organizational effectiveness (Bass, 1985).

1.2 Statement of the problem

Research from all around the world has shown that there is a favorable correlation between intrinsic motivation and performance in a variety of fields (Alase, 2021; Amussah, 2020). But little is known about the intricacies of this connection in Cameroon's public service setting. There are a lot of obstacles that the Cameroonian civil service must overcome, such as red tape, a lack of funding, and problems with pay and recognition (World Bank, 2019). For government agencies like the Ministry of Education, these difficulties may have a devastating effect on employee morale, which in turn can reduce productivity and contribute to subpar service. Additionally, the majority of the motivational and performance literature comes from Western organizational settings, which may fail to take into account the specific cultural, organizational, and institutional aspects that are present in Cameroon (Aye, 2019; Dahkoul, 2018). Consequently, study on the connection between motivation and performance among Cameroonian government employees working in the Ministry of Education is urgently required, with a focus on the country's unique sociocultural and institutional setting. In order to develop evidence-based policies and interventions to boost employee motivation and performance, it is crucial to understand the motivational dynamics inside the Ministry of Education (Falorin, 2022). 

Apparently, there is a lack of research that examines the link between motivational variables and performance in the specific socio-cultural and institutional setting of Cameroon, despite the fact that many studies have investigated this relationship in other organizational settings worldwide (Dahkoul, 2018). World Bank (2020) notes that Cameroon's educational system and progress toward national development objectives are heavily influenced by the country's Ministry of Education. On the other hand, problems with employee motivation may be to blame for the continued skepticism about the ministry's civil service performance. Additionally, much of the research on motivation comes from Western settings, which may not be the best fit for the intricacies and subtleties of motivation in the Cameroonian public sector (Dahkoul, 2018). Hence, considering the particular cultural, organizational, and institutional elements at work, empirical study is urgently required to examine the connection between motivation and performance among Cameroonian public officials working in the Ministry of Education. Hence, the study Investigate the impact of motivation on the performance of civil servant in Cameroon: The case of civil servants in the ministry of education, Cameroon.

1.3 Objective of the study

The broad objective of the study is to investigate the impact of motivation on the performance of civil servant in Cameroon: The case of civil servants in the ministry of education, Cameroon. The specific objectives is as follows

Investigate the various motivational strategies implemented within the Ministry of Education in Cameroon

Assess the impact of motivation on the performance of civil servant in the ministry of education, Cameroon

Propose strategies aimed at enhancing the performance of civil servants in the ministry of education Cameroon.

1.4 Research questions

The following questions have been prepared for the following

What are the various motivational strategies implemented within the Ministry of Education in Cameroon?

What is the impact of motivation on the performance of civil servant in the ministry of education, Cameroon?

What are the strategies aimed at enhancing the performance of civil servants in the ministry of education Cameroon?

1.5 Research Hypotheses

Ho: There is no significant impact of motivation on the performance of civil servant in Cameroon.

Hi: There is a significant impact of motivation on the performance of civil servant in Cameroon.

1.6 Significance of the study

The findings can inform policy-making within the Ministry of Education and other governmental institutions in Cameroon. Understanding how motivation influences performance can lead to the development of more effective motivational strategies and policies to enhance civil service productivity and efficiency.The study contributes to the existing body of knowledge on motivation and performance within the civil service context, particularly in Cameroon. It provides valuable insights that can inform future research endeavors and contribute to academic discourse on public administration and human resource management.

1.7 Scope of the study

The study focuses on the impact of motivation on the  performance  of civil servant in cameroon: The case of civil servants in the ministry of education, Cameroon. The study will Investigate the various motivational strategies implemented within the Ministry of Education in Cameroon, assess the the impact of motivation on the performance of civil servant in the ministry of education, Cameroon, evaluate the relationship between motivation and the performance levels of civil servants within the Ministry of Education in Cameroon and propose strategies aimed at enhancing the performance of civil servants in the ministry of education Cameroon. 

1.8 Limitation of the study

Like in every human endeavour, the researchers encountered slight constraints while carrying out the study. Insufficient funds tend to impede the efficiency of the researcher in sourcing for the relevant materials, literature, or information and in the process of data collection (internet, questionnaire, and interview), which is why the researcher resorted to a moderate choice of sample size. More so, the researcher will simultaneously engage in this study with other academic work. As a result, the amount of time spent on research will be reduced.

1.9 Definition of terms

Motivation: Motivation refers to the internal and external factors that drive individuals to initiate, sustain, and direct their behavior towards achieving specific goals or outcomes. 

Performance: Performance refers to the execution of tasks, duties, or responsibilities by individuals within an organization. It encompasses the quality, quantity, timeliness, and effectiveness of work outputs or outcomes achieved by civil servants in the Ministry of Education, Cameroon.

Civil Servants: Civil servants are individuals employed by the government or public sector to perform administrative, managerial, or operational roles in various government departments, agencies, or ministries. 

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