TRAINING AS A MOTIVATION FACTOR IN AN ORGANIZATION

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TRAINING AS A MOTIVATION FACTOR IN AN ORGANIZATION

(A case study of The Nigeria Police Force)

ABSTRACT

No matter how automated an organization is, the high productivity depends on the level of motivation and the effectiveness of the work force. Training as a motivation factor in an organization (a case study of The Nigeria Police Force), Nigeria as a fast developing country requires an efficient police force for the maintenance of peace and order in the country. Therefore, staff training is an indispensable strategy for motivating workers. The Nigeria Police Force must have good training programme. This will give the members of the police force information professional opportunities for self-improvement and development to meet the challenges and requirements of new equipment and new techniques of performing a task.

CHAPTER ONE

1.1   INTRODUCTION

Nigeria as a fast developing country requires an efficient police force for the maintenance of peace and order in the country. This responsibility thus thrust upon the Nigeria Police Force is by no means light. In order not to disappoint the organization and the nation at large, members of the force or staff of the organization should be train and knowledgeable in all aspect of police work and discharge their duties efficiently. Training and motivation in the police organization is an embodiment of the things which a police officer is expected to know, so that he or she can always perform their duties without bringing discredit to the organization. Training and motivation will help, interested members of the force or the organization, particularly new entrance, who are anxious to enhance their knowledge of police duties.

1.2   HISTORICAL BACKGROUND OF THE STUDY

The Nigeria Police Force had it origin in Lagos when Lagos was the Federal Capital, in 1861. The consul at the time complained that he had numerous duties amongst them, those of the police trust on him and in June 1861 permission was sought from British Government to enlist in consular guard of 30 men. This guard was so named because the representative of the British Government was Consul John Beecraft. Two years later in 1898, this small guard was renamed Hausa Police consisting of 600 men, because of the enlistment into it some captured runaway slaves at Jebba by Lt. Glover R.N. in 1878 the Hausa Police was further enlarged by the recruitment of more men mainly from the Hausas and was renamed the Hausa Constabulary it then consisted of 1,200 officers and men commanded by an Inspector General of Police. As thir duty was mainly military in character although the men were expected to perform some civil duties one of such military duties was the provision of a detachment of 8 officers and 251 men for the Arochukwu expedition. On 1^st January 1896 the Lagos Police Force was created like the Hausa Police this force was armed. It consist of a commissioner two assistant commissioners, a superintendent, an assistant superintendent, a pay and quarter master, a master tailor and 250 other ranks. The commissioner was Sheriff (i.e. officer in charge process). Inspector of weight and measure was also in charge of prison. This force operated mainly in the Lagos area while the “Hausa Constabulary” operates in the hinterland. The detective department of the police force was formed in 1898 and consisted of one superintendent and 14 other ranks from this grew our present force Criminal Investigation Department (CID). While development where taken place in Lagos and parts of western Nigeria the oil, river protectorate had been declared in 1891 with headquarters at Calabar where an armed constabulary commanded by British officers was established. 1893 the Oil Rivers became the Niger Coast protectorate and in the following year of 1894, the Niger Coast constabulary was formed. It was modeled on the “Hausa Constabulary” but with great emphasis on the military role during its six years of existence, the force was mainly engaged on active service and formed major part of an expedition against Benin in 1896. When the colony and protectorate of southern Nigeria was proclaimed in 1900, majority of the men of the Nigeria Coast Constabulary joint Southern Nigeria Regiment (Army). The remainder of this and the Lagos Police Force were absorbed into Southern Police which came into being in 1906. This force was commanded by an Inspector General of Police who was also responsible for prisons. The duties of the Southern Nigeria Police were the prevention and detection of crime, the repression of internal disturbance and the defence of the colony and protection against external aggression. In the north in 1886, the Royal Niger Company, set up an armed constabulary in support of it authority, having its headquarters at Lokoja and from their provided protection for the company’s stations along the River Niger. It also had a mounted company known as “Carroll’s House”. The constabulary achieved distinctive in a campaign against Bida and Ilorin. It was disbanded 1900 when the protectorate of Northern Nigeria was proclaimed following the transfer of the administration from the Royal Niger Company to the Government. Some ranks joined the Northern Nigeria Police which by 1903 consisted of a commissioner, 29 officers and 100 rank and file. Eleven years later, 1914, the establishment became 23 officers and 1,200 rank and file Northern and Southern Nigeria each retain its own force until 1^st April 1930, when they were amalgamated, forming the Nigeria Police with its headquarters in Lagos, commanded by an Inspector General of Police Mr. Dunca in 1937, the title Inspector General was changed to commissioner and following the administrative division of the country into East, West and Northern Regions, the force followed suit in 1947, an assistant commissioner of police was appointed in each of the regions with the introduction of the new constitution in 1952, the police again came under the command of Inspector General Mr. Maclughlan assisted by a commissioner in charge of each of the three regions and an assistant commissioner in the southern Cameroon. The Southern Cameroon formerly administered as part of Nigeria, voted to join the Cameroon Republic in 1961. Members of the force serving there were given the option (choice) of returning to Nigeria or enlisting into the Western Cameroon Police Force. Under the Nigeria (constitution) order in council, the force was established as federal force, charged with the responsibility for maintaining law and order throughout the federation. The constitution also set up two bodies, the police council and the police service commission (now the police force service commission), the former dealing with general problems relating to the force; the latter with promotions and appointments in the senior ranks. In December, 1960, a detachment of police command by Mr. L.O. Edet joined the United Nations Force in congo Republic where they gained a high reputation which was enjoyed by successive detachment. In August 1963, a new region known as the mid-west was created. On 1^st October 1963, Nigeria became republic. The force continued to be administered on the federal basis as enacted in the republic constitution of that date. On May 27^th, 1967 Nigeria was divided into 12 states following military take over on January 15^th 1966 and its aftermath, the arrangement of The Nigeria Police Force organization are:

1. Police force headquarters, FCT Abuja, which is the office of the Inspector General of Police.
2. Police zonal headquarters, headed by an Assistant Inspector General of Police.
3. Police state command across the 36 states commanded by a Commissioner of Police.
4. Police are commands, commanded by an Assistant Commissioner of Police.
5. Police Divisions headed by a Chief Superintendent of Police or a Superintendent of Police.
6. A police station headed by Deputy Superintendent of Police.
7. Police district headed by any appointed superior police officer.
8. Police post headed by any appointed senior police officer
9. Police village post, commanded by any senior police officer.
10. Mobile police force squadron in each of the state across the country, commanded by any superior officer.
11. Motor traffic division, commanded by an Assistant Superintendent of Police.

Consequently, workers training have naturally assumed the bedrock or care of their motivating factor. But more specifically this training constitutes the main reason for the level of motivating factor experience within The Nigeria Police Force especially in police force headquarters, Abuja as supported by the research finding. It based on this trend and the over whelming imperatives of the rate of staff naming to success of otherwise, that the researcher in this work choose the topic “training as a motivating factor in an organization” with special regard to The Nigeria Police Force, administration, department under this office is vested the enormous task of staff welfare, department, training, promotion, and general administration statistically data could be obtained to ascertain the true situation on ground aiding staff training and their output following major development in this regard. The office of the Inspector General of Police has the following department:

1. “A” Department (Finance and administration) consist of:
2. Administrative branch
3. Secret registry branch
4. Personnel branch and
5. Welfare branch. A Deputy Inspector General of Police is to take charge of this department as assign by Inspector General of Police
6. “B” Department (Operations) consisting of:
7. Operation branch
8. Traffic branch
9. Force signals branch
10. Force mechanical workshops (transport) branch
11. Force marine branch and
12. Force animals branch
13. “C” Department (Logistics and supply) consisting of:
14. Supply branch and
15. Works branch
16. “D” Department (Federal bureau of investigation and intelligence) consisting of:
17. Investigations branch
18. Technical aids to investigation branch (CID).
19. Criminal Investigation Department Training Branch
20. Interpol Bureau
21. Fingerprints branch and
22. Central registry of offenders
23. The force training department
24. “G” Department (Public relations) consisting of:
25. Press and publications branch
26. Employee information branch
27. Community relations and publicity branch
28. Complaints bureau branch

The Inspector General of Police shall assign the command of A,B,C,D and Training department to a Deputy Inspector General of Police. While the command “G” Department to a staff officer of the rank of Assistant Commissioner or above or the Inspector General of Police shall assign to a commissioner of Police the duty of co-ordinating the work of G department (public relations). Also subject to the authority of the superior police officer to whom the command of a department is assigned in pursuance of A,B,C, and D department shall be commanded by a police officer of the rank of inspector or above. For the purpose of control and administration the Inspector General of Police may in his discretion classify any particular police formation as a force headquarters formation and a police so classified shall be under the direct operational control of the Inspector General of Police. Since its inception, this office is noted to have taken measure directive at suppressing unproductive tendencies such as protection of life and property, training, indiscipline and criminal activities by staff of the organization. The office of the Inspector General of Police also has the following officers working under him. They are:

The Deputy Inspector General of Police

Assistant Inspector General of Police

Commissioner of Police

Deputy Commissioner of Police

Assistant Commissioner of Police

Chief Superintendent of Police

Superintendent of Police

Assistant Superintendent of Police

Inspector of Police

Sergeant

Corporal and

Constable

1.3   STATEMENT OF THE PROBLEMS

There are of course a number of problems as research has shown arising from given out command between superior and subordinate receptively, subordinate always react in a nonchalant way towards assigning jobs by their superior which result to low turnover in performance.

1.4   OBJECTIVES OF THE STUDY

The study seek in a broader sense to examine the Nigeria Police force through it administration unit to reappraise effort, towards training of staff, the administration process solution to problems associated with staff training and are also intended to be deduced by training up positive staff. In conclusion on the subject of this work, the researcher hoped to take viable contribution to productivity enhancement.

1.5   SIGNIFICANCE OF THE STUDY

Training and staff motivation are closely related concept whose significance is easily discoverable. This study is therefore necessary in order to sensitize, management attitude toward improving staff motivation in an organization through adequate training of workers.

1.6   RESEARCH HYPOTHESIS

Hypothesis is normally framed such that a region of acceptance or reflection is set in order to make inference or hypothesis is a tentative statement whose validity is known, therefore hypothesis is subject to verification by testing the validity of the statement. Data collection would be analyzed for testing or could be used to answer research question. Two types of hypothesis are:

Null hypothesis (H_O): Indicated no difference between a parameter and statistics.

Alternative hypothesis (H_I): Indicating that a different exists between population parameter and a statistics.

1.     H_I: Training is a motivational factor in an organization.

H_O: Training is not a motivational factor in an organization.

2.     H_I: Most of the non-academic staff enjoys staff training

        H_O: Most of the non-academic staff do not enjoy staff training.

1.7   SCOPE AND LIMITATION OF THE STUDY

This study will be made to look forward on training as a motivational factor in an organization with particular reference to the Nigeria Police Force. There are some few problems which occurred in research of this study, these include:

1. Some of the data needed for the project are not accessible.
2. The range of questions asked varies greatly overtime and space and often it is very limited.
3. The financial hardship experienced has drastically limited the quality of work done.
4. Other statistics such as those for employment may be both reliable and not up to date, but may provide only a partial coverage of the situation. in addition to many subjects on which the fact are simply not known for many areas, there is of course, other on which data do exist but are kept soviet-justifiable or otherwise.

1.8   DELIMITATION

In this research study, the researcher intended to take into consideration the specific areas that have importance to the topic of the project. The researcher also intended to look forward at various concept of training, the structure of training, method of training and area of training in the Nigeria Police Force as a tool for motivation.

1.9   RESEARCH QUESTION

i.      Does training of staff of the Nigeria Police Force have any relationship        with the level of the quality of work in the service?

ii.      Is there any different in terms of quality of work done in the Nigeria Police Force between training and untrained staff in the organization?

iii.     How exactly would training or inadequate training of staff in Nigeria Police Force start productivity in the service.

1.10 DEFINITION OF RELEVANT TERMS

Training: It is a process of imparting job knowledge or skills on the newly recruited personnel in order to ensure quality performance of the task given to them (Cole, 1997).

Motivation: It is the way in which urges, drives, aspirations, striving and needs of human being directs control or explain their behaviours Williams et al, (2002).

Deputy Inspector General of Police: Is in charge of departments A,B,C,D and training departments. This is the second commander in charge of finance and administration, operations, Federal Bureau of Investigation and intelligence, and training departments. He recruits more staff into the organization for effective service.

Assistant Inspector General of Police: In this chain of command, the assistant inspector general of police is the next officer to take charge whenever the deputy is not around and he is to assist the deputy inspector general of police in running the affairs of the organization for accuracy and efficiency as well.

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