Department of Sociology and Anthropology
University of Benin, Benin City
ABIOLA D. MONDAY
Department of Sociology
University of Ibadan, Ibadan
Motivating public employees has been adjudged to be problematic as they have the notoriety of being lethargic, and their managers seemingly having little room for manoeuvring given the rigid civil/public service laws. More so is the issue of motivating academic staffers, a category of public employees, even challenging given their bookish and scholastic interests laced with altruism, and their being opportune to engage in other pecuniary ventures. Several studies have ranked remuneration as a top employee motivator. Since what motivates employees in one social, organisational, or professional culture may not be motivating when applied in another, it is therefore pertinent to ascertain if remuneration could be used to motivate public academic staffat their primary place of work, and in discharging their collegial responsibilities. Using250 academic staff of Delta State Polytechnic, Ogwashi-Uku (DSPG), this study found that despite the seemingly humanitarian nature of the academic profession, practitioners still attribute their work motivation to mainly remuneration, Furthermore, it is ascertained that among academic staff of DSPG, remuneration conduced to motivation with high productivity, high quality work, and high job satisfaction and morale as corollaries. Interestingly, female and middle aged academics are more susceptible to be motivated by remuneration and compared to male, and younger and older academics respectively. Accordingly, there are significant statistical relationships between remuneration and motivation among academics.it is thus recommended that financial remuneration should still be accentuated, and appropriately blended with non-financial remuneration to holistically motivate public academic staff.