By
\nFamous S. Eseduwo, PhD
\nPolitical Science Department
\nFederal University, Otuoke, Bayelsa State \u2013 Nigeria<\/p>\n","protected":false},"excerpt":{"rendered":"
There is no way the Nigerian local government service can achieve its ostensible goals of service-delivery to the rural populace without a productive workforce. A good organizational structure does not by itself guarantee good performance. It has been argued by Drucker
\n(1978:273) that human resource is the life of the existence, survival and development of an organization as food is to man. It has been also argued (Likert 1976:9) that of all the tasks of management, managing the human component is central and the most important task because all else depend on how well it is done. No doubt, therefore, that the ability of the Nigerian local government service to accomplish its primary task of service-delivery to the teeming rural populace is a function of a motivated and productive workforce. This was established by Orewa (1991:166) that: Local government is essentially a service-oriented institution. Once the roads and
\ndrains are constructed, the incinerators installed, the health centres constructed and equipped and stocked with drugs, school buildings constructed and furnished\u2026all that is left to make the local government function effectively is manpower, to operate and maintain these institutions and facilities\u2026
\nLocal government in Nigeria is institutionalized as a third tier of government encumbered with the responsibility to provide public goods and services at the grassroots towards improving the living conditions of the local populace. As a component unit of development, Local governments in Nigeria are yet to impress the people in terms of their responsiveness to the yearnings and
\naspirations of the rural people. This existing abysmal performance of the Nigerian local government service has been largely linked to lack of a supported workforce and total neglect of many factors affecting job performance. Again, it has been aptly contended by Koontz, et al, (1983:167) that what people are willing to strive for is dulled or sharpened by the organizational climate in which they operate. At times, a climate may repress motivation and at other times, it may arouse them.<\/p>\n","protected":false},"featured_media":206,"comment_status":"open","ping_status":"closed","template":"","meta":[],"product_brand":[22],"product_cat":[21],"product_tag":[],"class_list":{"0":"post-150","1":"product","2":"type-product","3":"status-publish","4":"has-post-thumbnail","6":"product_brand-digital-books","7":"product_cat-book-store","9":"first","10":"instock","11":"sale","12":"downloadable","13":"virtual","14":"taxable","15":"purchasable","16":"product-type-simple"},"jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/madeeasyconsult.com\/store\/wp-json\/wp\/v2\/product\/150","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/madeeasyconsult.com\/store\/wp-json\/wp\/v2\/product"}],"about":[{"href":"https:\/\/madeeasyconsult.com\/store\/wp-json\/wp\/v2\/types\/product"}],"replies":[{"embeddable":true,"href":"https:\/\/madeeasyconsult.com\/store\/wp-json\/wp\/v2\/comments?post=150"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/madeeasyconsult.com\/store\/wp-json\/wp\/v2\/media\/206"}],"wp:attachment":[{"href":"https:\/\/madeeasyconsult.com\/store\/wp-json\/wp\/v2\/media?parent=150"}],"wp:term":[{"taxonomy":"product_brand","embeddable":true,"href":"https:\/\/madeeasyconsult.com\/store\/wp-json\/wp\/v2\/product_brand?post=150"},{"taxonomy":"product_cat","embeddable":true,"href":"https:\/\/madeeasyconsult.com\/store\/wp-json\/wp\/v2\/product_cat?post=150"},{"taxonomy":"product_tag","embeddable":true,"href":"https:\/\/madeeasyconsult.com\/store\/wp-json\/wp\/v2\/product_tag?post=150"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}