MOTIVATION AND WORK PERFORMANCE IN AKWA IBOM STATE CIVIL SERVICE, NIGERIA (2019 – 2023)

The Akwa Ibom State Civil Service is facing a significant challenge in terms of inadequate reward administration, which has a substantial impact on employee morale and performance. The current reward system is not motivating employees, leading to low productivity and job satisfaction. This has resulted in a decrease in the overall efficiency of the civil service. A study was conducted to examine the impact of inadequate reward administration on recognition and work performance in Akwa Ibom State Civil Service. Herzberg's Two-Factor Theory, also known as the Motivation-Hygiene Theory, was used to explain the relationship between job satisfaction and work performance. A sample size of 350 civil servants was selected using a multi-stage sampling technique. The study found that the current reward administration system in the civil service is inadequate and does not motivate employees. Salary is a significant factor in job satisfaction and work performance, with a competitive salary package influencing performance. Recognition has a significant impact on work performance, with satisfied employees performing better than dissatisfied employees. There is a strong relationship between promotion and work performance, with employees who are promoted performing better than those who are not. The government should adopt a competitive salary package to motivate civil servants, specialize based on employment practice, and adopt a transparent merit-based promotion process to cultivate a culture of excellence. Regular feedback and recognition should also be provided to employees to enhance job satisfaction and work performance.