Abstract
The paper is focused on the strategies to motivating technical staff in Nigeria. Nigeria is an emerging economy with various challenges imposed by globalisation and climatic change agents. Strategies adopted and their efficacy in motivating technical staff are expected to result in better appreciating and handling of environmental/climatic changes, satisfaction and improved productivity of the staff. The study investigated the peculiar characteristics of technical staff, the effects of monetary rewards on the technical staff, the effects of ‘private practice’ and non-provision of work on technical staff. A sample of 110 technical staff was selected. The findings indicate that junior technical staff (artisans and foremen) preferred monetary rewards, while senior technical staff (technical officer cadre) preferred non-monetary rewards. More of the technical staff preferred provision of work and ‘private practice’ as motivational strategies/tools. It is concluded that a technical staff who is provided with work and who is allowed ‘private practice’ is more likely to be committed to his/her job and would avoid strike. It is recommended that technical staff should be given time of their own to engage in ‘private practice’ and should always be provided with job to avoid loss of skill.
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Ogbo, A.I., Orga, C.C., Ukpere, W.I. (2013). Technical Staff Motivation in Nigeria: A Strategic Imperative. In: Fernández-Izquierdo, M.Á., Muñoz-Torres, M.J., León, R. (eds) Modeling and Simulation in Engineering, Economics, and Management. MS 2013. Lecture Notes in Business Information Processing, vol 145. Springer, Berlin, Heidelberg. https://doi.org/10.1007/978-3-642-38279-6_14
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DOI: https://doi.org/10.1007/978-3-642-38279-6_14
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