There’s little doubt that rewarding and recognizing your workers for his or her laborious work and achievements is usually a highly effective motivator. This might embody financial rewards, public recognition, or alternatives for profession development. Job satisfaction is a key think about workers motivation. if staff are glad with their work. they are going to be extra motivated to do their finest. this could embody components similar to a supportive work surroundings, honest pay, and alternatives for progress and growth.
Giving staff autonomy and management over their work could be extremely motivating. This, based on Miss Ujunwa Fidel, a psychologist primarily based in Owerri, Imo state, might contain permitting staff to make selections and giving them accountability for their very own work. When staff have autonomy, they really feel extra glad with their work. This may result in elevated loyalty and dedication to their make use of staff in any group want one thing to maintain them working. More often than not, the wage of the worker just isn’t sufficient to maintain her or him working for a company. An worker should bemotivated to work for an organization or group. If no motivation is current in an worker, then that worker’s high quality of labor or all work usually will deteriorate. Folks differ on a persona dimension known as locus of management. This variable refers to a person’s beliefs concerning the location of the components that management behaviour.
Understanding what motivates a company’s staff is central to the examine of I–O psychology. Motivation is an individual’s inner disposition to be involved with and strategy optimistic incentives and keep away from detrimental incentives. Whereas motivation can usually be used as a device to assist predict behaviour, it varies significantly amongst people and should usually be mixed with capability and environmental components to really affect behaviour and efficiency. Due to motivation’s function in influencing office behaviour and efficiency, it’s key for a company to grasp and construction the work surroundings to encourage productive behaviours and discourage those that are unproductive.
There’s a common consensus that motivation entails three psychological processes:Arousal; route and depth.
In line with Vroom’s Expectancy Concept, an worker will work smarter and tougher if he believes his extra efforts will result in valued rewards. Expectancy idea explains this elevated output of effort by way of the equation F = E (Σ I × V).
Expectancy idea has been proven to have helpful purposes in designing a reward system. If insurance policies are constantly, clearly, and pretty carried out, then the instrumentality can be excessive. If the rewards are substantial sufficient to be significant to an worker, then the valence would even be thought of excessive.
Now allow us to delve into the primacy or the tells of this reflection, which is on How NDLEA’s Reward Technique Fuels Success.
We subsequently argue that within the realm of organizational administration, reward programs are sometimes highlighted as essential instruments for driving productiveness, boosting worker morale, and fostering a tradition of excellence. When successfully carried out, they’ll rework a company, instilling a way of goal and motivating staff to go above and past. A compelling instance of that is the transformation of the Nationwide Drug Regulation Enforcement Company (NDLEA) below the management of Brigadier Basic Mohamed Buba Marwa (Rtd).
Since assuming workplace because the Chairman/Chief Govt Officer of the NDLEA, Marwa has prioritized workers welfare—a philosophy that emphasizes the well-being {and professional} progress of staff. This strategy goes past idea and is obvious within the constant and clear reward system he has established. Below Marwa’s management, NDLEA officers who exhibit distinctive dedication, bravery, and professionalism are acknowledged with particular promotions, commendations, and different types of acknowledgement. This follow has not solely elevated particular person officers however has additionally considerably enhanced the company’s total effectivity and effectiveness.
The worth of a reward system lies in its capability to create a optimistic suggestions loop. When staff know that their laborious work will probably be acknowledged and rewarded, they’re extra prone to put within the additional effort required to attain organizational objectives. That is significantly necessary in high-stakes environments just like the NDLEA, the place officers are tasked with the harmful and demanding job of combating drug trafficking and abuse. By instituting a sturdy reward system, Marwa has efficiently created an surroundings the place excellence is not only inspired however anticipated.
A hanging instance of that is the latest particular promotion of eight officers from the Marine Command of the NDLEA. These officers have been honoured for his or her brave {and professional} conduct throughout a deadly operation on the Lagos waterways. Regardless of dealing with important challenges, together with makes an attempt by criminals to thwart their efforts, the officers efficiently intercepted and seized 60 jumbo luggage of illicit medicine being smuggled into Nigeria from Ghana. The operation, which additionally led to the arrest of a Ghanaian suspect and the restoration of a ship and different reveals, was a testomony to the officers’ dedication and bravado.
Throughout a ceremony on the NDLEA’s Nationwide Headquarters in Abuja, Marwa personally adorned the officers with their new ranks and offered them with commendation letters. He emphasised that such achievements inform the story of the brand new NDLEA and reinforce the company’s dedication to its mandate. Marwa’s recognition of those officers not solely boosts their morale but in addition units a normal for others to aspire to.
This promotion just isn’t an remoted incident however a part of Marwa’s broader technique to incentivize excellence throughout the NDLEA. Since taking workplace, he has launched a number of initiatives geared toward enhancing workers motivation and efficiency, together with the bi-annual Command Awards and Commendations, in addition to particular promotions for deserving officers. These initiatives reward laborious work, outcomes, and sacrifice, thereby fostering a tradition of excellence throughout the company.
In an unprecedented transfer that underscores the significance of those reward programs, Marwa accepted the promotion of a complete of 5,042 personnel, marking a big milestone within the company’s historical past. Amongst these promoted have been two senior officers elevated to the rank of Deputy Commander Basic of Narcotics (DCGN), 22 officers promoted to Assistant Commander Basic of Narcotics (ACGN), and 66 officers to Commander of Narcotics (CN). This huge promotion train, following weeks of rigorous examinations and interviews, is a part of an ongoing effort to reinforce human useful resource administration, significantly in workers motivation and welfare.
The promotion ceremony, held in Abuja on July 10, 2024, additionally noticed Marwa reward 15 instructions and 70 personnel for his or her excellent performances within the first half of 2024. He reiterated that the immediate promotion of deserving officers stays a high precedence. Marwa highlighted the company’s achievements, stating, “We proceed to wax stronger on this journey we launched into three and a half years in the past once we determined to show across the fortunes of this company by bettering our efficiency as a precursor to reversing the perilous drug use state of affairs in our expensive nation, Nigeria.” The NDLEA’s success, acknowledged each domestically and internationally, affirms the company’s dedication to its mandate.
This occasion was not nearly celebrating promotions and awards but in addition about reinforcing the company’s dedication to its core values of integrity, laborious work, and transparency. Marwa’s management has been pivotal in instilling these values throughout the company, making certain that the NDLEA’s operations are performed with the best requirements of professionalism. He urged all officers to stay upright and dedicated to their duties, reminding them of the belief positioned in them by society, the federal government, and worldwide companions.
Along with promotions and awards, Marwa introduced the creation of 5 new strategic instructions in Lagos, FCT, MMIA, Apapa, and Tincan. This transfer is a part of a broader technique to reinforce the effectivity and effectiveness of NDLEA’s operations. To additional bolster operational integrity and officer security, the company may also deploy physique cameras to be used in strategic operations. These measures underscore Marwa’s dedication to modernizing the NDLEA and equipping it with the instruments essential to sort out the evolving challenges of drug enforcement.
The importance of those initiatives can’t be overstated. By creating new instructions and deploying superior know-how, the NDLEA is best positioned to reply to the advanced and dynamic nature of drug trafficking and abuse in Nigeria. Marwa’s strategy to management, combining a give attention to workers welfare with a strategic imaginative and prescient for the company’s future, has set a brand new normal for public sector administration in Nigeria.
The promotion of over 5,000 officers symbolizes Marwa’s efforts to interrupt the cycle of stagnation that when plagued the NDLEA. Below earlier leaderships, many officers confronted years of stagnation with out promotion, resulting in low morale and diminished efficiency. Marwa’s administration has made it a precedence to make sure that deserving officers are acknowledged and rewarded promptly, thereby boosting morale and inspiring a tradition of excellence.
In his deal with to the promoted officers, Marwa said, “The reward for work nicely carried out is extra work, and in our case, we can not relaxation on our oars till all of the targets of our mandate are totally achieved. Could I remind us that the underside line is a drug-free Nigeria.” This assertion encapsulates the ethos of the NDLEA below Marwa’s management—steady enchancment, relentless pursuit of objectives, and an unwavering dedication to the company’s mission.
The affect of those initiatives has been profound. Below Marwa’s management, the NDLEA has achieved important milestones in its combat towards drug trafficking and abuse. The company has efficiently dismantled quite a few drug cartels, seized massive portions of illicit medicine, and secured convictions for a report variety of drug offenders. These achievements are a direct results of the company’s dedication to sustaining excessive requirements of professionalism and integrity, strengthened via the reward system.
Marwa’s give attention to workers welfare and motivation is not only about rewarding previous efficiency; it is usually about making ready the company for future challenges. The NDLEA operates in a dynamic and sometimes hostile surroundings, the place drug traffickers continually adapt their strategies to evade detection. To remain forward, the company wants a workforce that isn’t solely expert and educated but in addition extremely motivated and resilient. By offering officers with the popularity and rewards they deserve, Marwa has ensured that the NDLEA stays a formidable power within the combat towards drug trafficking.
Nonetheless, whereas NDLEA’s reward system has been extremely efficient, there are areas the place additional enhancements might be made. One such space is the monetary autonomy of the company. At present, the NDLEA operates below the Ministry of Justice, which might restrict its operational flexibility and entry to assets. Given the crucial nature of NDLEA’s work, the company have to be granted larger operational autonomy, presumably by being positioned straight below the workplace of the president or being made a totally autonomous physique. This may not solely improve the company’s capability to reply to rising threats but in addition make sure that it has the mandatory assets to maintain its operations.
The NDLEA’s success below Marwa’s management is a robust argument for the significance of robust and charismatic management in authorities companies. Marwa’s private dedication to workers welfare and his emphasis on rewarding excellence have been key components within the company’s achievements. Nonetheless, NDLEA’s success mustn’t solely rely on Marwa’s management. The company must institutionalize these practices to allow them to be sustained past Marwa’s tenure. This requires a complete evaluate of the company’s authorized framework to make sure it’s outfitted with the mandatory instruments and autonomy to proceed its work successfully.
Along with granting the NDLEA larger autonomy, there’s additionally a necessity for elevated funding within the company’s infrastructure and assets. Whereas the NDLEA has made important strides in recent times, it nonetheless faces appreciable challenges, significantly when it comes to funding and tools. As an illustration, the company’s Marine Command, which has performed a vital function in intercepting drug shipments on the waterways, would profit from extra boats, surveillance tools, and officer coaching. Equally, different departments throughout the NDLEA may gain advantage from enhanced assets to enhance their operational capabilities.
Moreover, NDLEA’s reward system might be expanded to incorporate different types of recognition, similar to monetary bonuses, instructional alternatives, and profession growth applications. These incentives wouldn’t solely inspire present staff but in addition appeal to new expertise to the company. In a aggressive job market, the place many younger folks search significant and rewarding careers, the NDLEA might place itself as an employer of selection by providing a complete package deal of rewards and advantages.
It is usually price contemplating how the NDLEA’s strategy to workers welfare might be utilized to different authorities companies in Nigeria. Many public sector organizations within the nation battle with low morale, excessive turnover, and inefficiency. By adopting the same reward system, these companies might enhance their efficiency and obtain higher outcomes for the general public. This may require a cultural shift throughout the Nigerian public sector, the place the emphasis is usually on seniority and tenure fairly than efficiency and outcomes. Nonetheless, the success of the NDLEA below Marwa demonstrates that such a shift is feasible and that it could actually yield important advantages.
In conclusion, the NDLEA’s transformation below Brigadier Basic Mohamed Buba Marwa (Rtd) is a testomony to the facility of efficient management and the significance of reward programs in driving organizational success. By prioritizing workers welfare and recognizing excellence, Marwa has not solely improved the morale and efficiency of NDLEA officers but in addition enhanced the company’s capability to fulfil its mandate. The teachings from Marwa’s management of the NDLEA can and ought to be utilized extra broadly throughout the Nigerian public sector. By doing so, Nigeria can construct a extra environment friendly, efficient, and motivated public service, able to assembly the challenges of the twenty first century.
*Emmanuel Onwubiko is head of the HUMAN RIGHTS WRITERS ASSOCIATION OF NIGERIA and was NATIONAL COMMISSIONER OF THE NATIONAL HUMAN RIGHTS COMMISSION OF NIGERIA.
