ABSTRACT
The research
work investigates the motivation of staff and the level of job performance of
librarians in research libraries in Edo state. The specific objectives and
research questions were stated, the related literature were reviewed. Survey
design was adopted for the study. The study population employed comprises of
all the librarians in selected research libraries in Edo state and the sample
size retrieved was 25 librarians. Descriptive sampling techniques were adopted for
the study. The data collection instrument was the administration of the
questionnaire and the data was analyzed using simple percentage and frequency
counts. It was found that librarians in research libraries are not well
motivated in terms of increase salaries, remunerations, due promotions, other
fringe benefits, favourable working conditions and hours. It was found that the
level of job performance was low and that motivation can influence job
performance of librarians vis versa if the right measures are put in place. It
was recommended that Favourable work condition and work hours Remuneration,
retirement benefits and other incentives should be given to librarians, also
Libraries in research institutes should be well equipped and necessary
materials and infrastructure should be put in place and maintained in order to
facilitate better performance from staff and librarians.
CHAPTER ONE
INTRODUCTION1.1 Background of the Study
The
urgent need to improve social, economic, and cultural development in developing
countries necessitated the establishment of industries. This is because industries
represent a major investment in the development of a nation’s resource. As Such,
whether public or private controlled, these institutions are presumed to be
major concern to the government. In order for industries to be effective, there
is need to have an organized, and well coordinated library service aimed at
supporting research activities through the provision of timely, accurate, and
reliable information resources.
According
to Wikipedia dictionary (2015) a library is a collection of sources of
information and similar resources, made accessible to a defined community for
research. It provides physical or digital access to material, and maybe a
physical building or room, or a virtual space, or both.
Backwell
(1993) observes that the future of any library depends more on its staff than
on any other factor. This is because library staffs have a full responsibility
of acquiring, organizing and disseminating information. Therefore, the
usefulness of service institutions like research libraries is measured by the
services rendered to the industry or user. This in turn depends on the
personnel who are responsible for the effective and efficient delivery of such
services. It is therefore suggested that
human resources selected and recruited in research libraries have to be
properly, adequately developed, motivated, and maintained in order to provide
quality service aimed at meeting information needs of the library users.
Backwell
(1993) further explains that library Professionals occupy a prominent place in special
libraries as compared to other financial and material resources such as
buildings, equipment, and furniture. He further observes that human resources
are not animate with attendant emotions, feelings, beliefs, expectations,
opinions, perceptions, attitudes, and other personal traits such as values and
customs. By so doing, the Human factor will give the necessary support and life
to all other material resources in order to provide useful services to the
users.
Job
motivation of librarians is crucial in achieving effectiveness in the library.
The higher the level of motivation everything being equal the higher the
quality of librarian’s contribution to the achievement of library’s goals.
(Bryson, 1990, Siggins, 1992, Outi,
1999, Henmah, 2007). Job motivation would exert tremendous influence on the
productivity of the librarians. The researchers aver that a highly motivated
employee would have a high morale which would translate into positive attitude
to work and attendant high productivity. Therefore, to enjoy the services of
the librarians (in form of high productivity) it is imperative for the special
library management to make them Happy on their chosen career.
It
was found that the librarians appeared to be dissatisfied with their job. Their
dissatisfaction with their job could be due to the promotion criteria
(especially publication output) which they could not meet. Moreover, too much
administrative responsibilities might have impacted negatively on the
productivity of the librarians as they have little or no time to embark on
meaningful researches.
Bill
(1998) states that personnel endowed with highest competence and integrity are
essential in research libraries. This calls for proper management of library
personnel with the sense of purpose, pride, and direction.
Backwell
(1993) However, in order to increase efficiency and productivity among librarians
they need to be motivated. This is because people bring to their work places a crystallized
and complex set of cognition, personal feelings, desires, perceptions, and
motives.
Kishore
(2008) also observes that when an individual is unsettled about social related
issues such as recognition, social interaction with colleagues and many others,
his or her efficiency will be impeded. Furthermore a person whose various
dimensions are harmoniously attuned will be more effective in his or her
working environment. It is therefore expected that the work environment should
provide a meaningful, satisfying, and challenging atmosphere which will unleash
human potential within every individual. It is by so doing that individual
employees would be motivated and increase their level of productivity.
Motivation
of the librarians does not only depend on remunerations but over and above a
number of other factors such as provision of accommodation, transport, safety
and security and recognition. Motivation among librarians might seem an
insignificant problem among key policy makers, yet contributes to the
impediment towards support for the government’s effort to develop a nation.
This is because research libraries are considered to be the engine for supporting
research that will enhance the productivity of an industry and this will
promote the economy of a nation. It is therefore expected that policy makers draw
attention to the crucial nature of the role librarians play through supporting
the achievement and improvement of high standard of industries in the country.
It should be borne in mind that effective researches in institutions are
centered on well coordinated library services. For this to be achieved,
everything anchors on the librarians. Therefore, if librarians are not
motivated, the implication would be that support for quality service would
suffer.
Furthermore
the nation’s sustained social and economic development would be almost impossible
because development cannot be divorced from research.
The
issue of motivation among librarians is quite critical in that a motivated
librarian is directly linked to higher productivity. This is because lack of
motivation compromises the professional conduct, leading to poor work culture
such as poor performance, absenteeism, lateness, and other bad behavioral
tendencies such as corruption, use of abusive language and also idling around within
the library premises or even outside. The above mentioned trends are quite
prevalent especially in government owned industries in Nigeria. It is observed
that such trends are un- likely to decrease in the near future unless remedial
measures are taken.
Staff
motivation
Motivation is
the inner drive that moves human beings towards achieving a goal. Hence,
motivated behaviors are voluntary choices controlled by individual employee.
The supervisor (motivator) wants to influence the factors that motivate the
employee (Motivatee) to higher productivity. Generally, workers are regarded as
the most important assets which lead to achievement of organization’s goals and
objectives. Motivation is the key to a
powerful manner, which creates productivity and helps the organization to
survive. Librarians are agents who work together in library settings or
information centers to foster an inclusive, progressive and satisfying
work-place. They also serve as primary source of information for library
management’s decision making in terms of employee motivator and liaise with the
users to get feedback on service rendered towards higher productivity. Such
category of staff needs more motivation as they are the backbone of the
library. Armstrong (2012) defines motivation as “the force that energies,
directs and sustains behavior.’’ It is concerned with the strength and
direction of behavior, and the factors that affect people to act in certain
ways. Allan et al., (2011) view motivation as something which impels a
person to act, or it is a reason of behavior. They further stated that
motivation is not manipulation of people but understanding of needs, or wages
which prompt people to do things.
The level of
performance of librarians
Performance
is a commonly used concept in industrial and organizational psychology. It is
refers to how people performs their given job.
Job performance as defined by James (2002) is the act of carrying a
command, duty or purpose; and equally an observable and measurable behavior of
a person in a particular situation.
Drafke,
and Kossen (1998) on their part defines performance as the completion of a task
or tasks; taking action in accordance with requirement. The most commonly
conceptual approach to job performance was developed by Campbell (1990). He
first defines performance as behaviour. It is something done by the employee.
He however allows for exceptions when defining performance as behaviour. For
instance he clarify that performance does not have to be directly observable
actions of an individual. It can consist of mental Productions such as answers
or decisions. He however stated that, performance needs to be under the
individual control regardless of whether the performance interest is mental or
behavioural. He further stated that despite the emphasis on defining job
performance, it is not a single unified construct. There are many jobs each
with different performance standards. Therefore, job performance is
conceptualized as multidimensional construct consisting of more than one
behavioral kind.
Libraries according to Ikegbune (1997) cannot function
alone; it is a human enterprise and depends on the skilled minds and talents of
librarian to perform their expected role in our dynamic society. Library
service is a way of life; like a chick emerging from its shell, the librarians
have changed from a lonely custodian of books to the chief provider and source
of information and knowledge. Librarianship is a recognized profession that
needs men and women folks. It demands trained people who have stills and a
passion to pursue this career. A librarian with no deep interest could with no
doubt perform a minimum job, but a librarian with a deeper interest might make
a more successful profession in librarianship; he will be better able to
understand the needs of the people using the library.
In the recent past, librarians have traditionally been
known as custodians of information material. For many in the past, a librarian
is one who has the care or charge of a library; a keeper or custodian, but
presently librarianship is growing daily. Librarians share with other
profession something indefinable which transforms it from a mere occupation
into a way of life. Those who see it as a hobby or way of life finds great
fulfillment in their job which brings satisfaction and high level of
performance. However, librarians will always remain one of the most important
factors in the process of achieving the aim and objectives of a library
BRIEF
HISTORY OF THE RESEARCH LIBRARY:
NIGERIA
INSTITUTE FOR OIL PLAM RESEARCH (NIFOR)
Nigeria
institute for oil palm research, (NIFOR), was formally known as West African
institute for oil palm research, (WAIFOR). NIFOR is an international center of
excellence in palms and shea research and development. The institute has varied
and enormous infrastructure and has made a considerable impact over the years
since its establishment in 1939, through research, development, and extension
support for Nigeria enjoys substantial international standing as a major center
in oil palm research. The institute’s achievement and reputation derive from
its highly trained scientific staff, a well established experimental station
infrastructure with functional facilities, a tradition of scholarship and
relevant research and a functional library with over 800 collections of books,
journals, abstract, directories, research reports etc
RUBBER
RESEARCH INSTITUTE OF NIGERIA (RRIN)
Established
in1961 at Iyanomo as rubber research station of the then western region was
taken over by the federal government of Nigeria in 1973 with a merger of the
demonstration centre of the eastern Nigeria located at Akwete . rubber research
institute of Nigeria (RRIN) with headquarters at Iyanomo, RRIN is the only
government agency in the country mandated to conduct research into production
and development of natural rubber (NR), gym Arabic and other latex producing
plants of economic importance . a well functional library is present well
trained staff/librarians and a well structured collection of books.
Motivation is vital to librarianship as to any other
profession in any organization or special libraries. It is universally believed
that when employees are sufficiently motivated it leads to higher productivity
and efficiency. With an ever increasing need to satisfy the general public
research are been carried out to know the need of the users and to manufacture
products that will meet the standard of the general public Despite this
librarians are looked down on by management of the organization or industry
based on the facts that librarians maybe Para-professionals staffs to the
establishment. In spite of the fact that librarians are charged with the
responsibility of embarking on research to help the industry meet the needs of
users they are not properly motivated. There is need for an understanding of
the fundamental drives, urges, needs and desires of the people which can be
manipulated and stimulated. In addition, there is the need for a sense of
communication and methodology that would provide stimulation of these urges.
Some of the methods used for this
purpose may be the provision of financial incentive, cordial working
environment, challenging work and responsibility, personnel accomplishment,
recognition for such accomplishment and an opportunity for growth and
advancement, salaries, job design, creating flexibility, reward, promotion,
training, and performance management.. However, librarians feel that they are
not recognized or appreciated by their managers for their contribution. Thus,
lack of motivation hinders them from performing to the best of their ability.
Motivation comes from within each individual.
The level of performance
of librarians can be used as a determinate to the level of motivation. Whereby
motivation affects the level of performance of librarians and the level of
performance of librarians can be used as a means of motivating them vis versa. Given
this scenario, this study sought to examine/ investigate the level of
motivation and how it affects the level of performance of librarians in some
selected libraries in Nigeria. R.R.I.N and NIFOR
The
main objective of the study is to examine the level of motivation and the level
of performance of librarians in some selected research libraries in Nigeria.
R.R.I.N and NIFOR
The
specific objectives of this study are to:
1.
determine the extent to which librarians
are motivated
2.
determine the level of performance of
librarians in research libraries
3.
determine the influence of motivation on
the performance of librarians in research libraries
1.
To what extent are librarians in
research libraries motivated?
2.
What is the level of performance of
librarians in research libraries?
3.
What is the influence of motivation on
the level of performance of librarians?
4.
What are the strategies of motivating
librarians in research libraries?
This
study will be limited to investigating the level of motivation, the level of
performance of librarians in some selected special/research libraries (R.R.I.N
and NIFOR). The study will investigate only librarians in some selected special
libraries due to time factor, resources, experience and knowledge. It as well covers the extent to which job
motivation (such as: salaries, promotion, annual leave, training freedom,
compensation etc) influence the productivity of librarians in the organization.
The
significance of this study can be expressed in many ways, part of the findings
of the study will help to properly establish and place the library in its
rightful position within the set up of the organization. It is hoped that the
findings will be beneficial to management and policy makers in the various
industries to find better ways of motivating librarians to enhance their level
of job performance. It is further hoped that the findings of this research will
be useful when it comes to issues such as staff recruitment, retention as well
as training and development of valuable human resources. Furthermore, the
findings of this study will also add knowledge to the already existing
literature on factors affecting motivation of librarians.
1.7 Limitation of the Study
1.8 Conceptual Definition of Terms
The
study will be limited to investigating the motivation and job performance of
librarians in selected research libraries in Edo State. All other research
libraries and research librarians will be excluded from the studies. The scope
is to cover the motivation and job performance of librarians at Nigeria
institute for oil palm research and rubber research institute of Nigeria, Edo
State, Nigeria.
LIBRARIAN:
One who has the care of a library, its contents, selection of books, documents,
and non-book materials that comprise its stock, and provides information and
loan services to meet the needs of the users.
MOTIVATION:
A conscious or unconscious driving that
arouses and directs action towards the achievement of a desired goal.
PERFORMANCE:
How well a person, machine, etc dose a piece of work or an activity?
RESEARCH
LIBRARY: a general or specialized library that collects
materials for use in intensive research projects.
JOB:
a
task or piece of work, especially one that is paid
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