ABSTRACT
The study presents the views of eighteen (18) staff of ministries of Education and information libraries on the availability of staff motivation in government libraries and the extent, usefulness of the motivation techniques to the staff.
Eighteen questionnaires were distributed to the sample population and were fully filled and returned.
The findings were presented in a tabular form and percentages were used in analysis them from the data collection and analyzed it was observed that there are in existence some types of staff motivation factors and that these identified ones are useful through the government special libraries, under study here some problems facing the effectiveness of these programmers.
Conclusively, recommendations to the funding were given as follows; funding, recognition, even distribution, and relevant motivational techniques at the end appendix, questionnaire and bibliographies were also included.
CHAPTER ONE
INTRODUCTION
Motivation could be seen as that within the individual which his behaviours. One can therefore, say that motivation is the drive that ignites and energies the individual at work to act the way he does in any work group.
A motivated worker especially in government libraries is expected to feel contented and happy, and would perform his assigned work willingly and enthusiastically. Staff motivation could be seen as that means of gingering up workers to perform well in discharging their duties.
Staffing has been the main problem facing government libraries in Nigeria. In addition to undertstaffing in terms of numerical strength, most government libraries in the country have no qualified staff; Shair Ogusheye, Oguara, Moglim and a host of other highlighted this lack of qualified librarians in government libraries.
However, the situation has not remained static, some improvements have been made, while Ogusheye found only twelve professional libraries among the thirteen government libraries. She studied in 1970, only seventy-five percent of libraries surveyed by Oguara in 1995 have professional librarians.
Despite the improvement, a good number of government libraries are without professional librarians, this is due to the attitude of management of parent organization towards the library.
STAFF MOTIVATION FACTORS
An organization is said to have good management if it is not only able to top the maximum potentials from its employees but also able to produce a favourable comparative amount of job satisfaction for the employees.
The motivational factors includes; good salary, good working environment, free medicare, job security, good carree benefit, good retirement benefit, subsidies of meal, housing allowance, a good sense of belonging and responsibilities as we as welfare and staff developments through seminars, conferences and framing e.t.c
It is undoubtedly believe that the qualification and efficiency of output by any organization is determined by the caliber of manpower or human resources are some of the cardinal factors of production. And in view of the topic under study the efficiency of human resources management stems from the adequate definition of government librarianship and its services.
Both staff and the organization to which he belong have mutual expectations and desirable benefits. The full attainment of any organizational goal is only made possible through the satisfaction of the needs and desires and of member of that organization .
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