INTRODUCTION
BACKGROUND TO THE STUDIES OF STAFF
Ideally, the task of administration is to develop the taste for good working condition and for government to develop workers who are able to tailor and utilize the resources in the working society to their own needs by K.P. Cross.
Motivations will always need the timeliness, sensitivity and vision that any effective relationship with human growth and individuality demands. A logical and seductive assumption is that if working itself is well planned and efficient, motivation for what is being done should neatly and nicely come alone as well (Deci 1980). Vargas (1977) noted that when workers feel a strong need for what they are doing and the programme is well planned and stimulating with adequate informational feed-back the easier the motivation to work increase. If this were not so, motivation would not be the epidemic concern it is for managers. Industry, and business are filled with well designed, efficient programmes that are not very motivative part of the problem, is efficiency itself motivation takes people to people skills and time. Like a good conversation, it cannot be rushed. The best way to see a motivational strategy is as an investment. It pays dividends but often not immediately. Also because what motivates people is often beyond the inherent structure of the knowledge or skill they are performing, it means managers have to plan for motivation in its own right it cannot be taken for granted (Johnson Johnson, 1982).
The time continues model of motivation is an organizational aid for motivation planning. It is a systematic structure for introducing or applying motivation strategies through working sequence (sounders, 1981) sand described motivation as an organizational aid and motivation planing is designing and organizing instruction so that the development and enhancement of work motivation is an essential part of it. He also stressed that the time continue model of motivation helps managers to programmatically strategies from the beginning to the end of the work or project sequence so that a network of motivational influences in formulated.

pursuing common objective of the business which they were paid to serve. According to Wloodkwowskit (11989) the main Criterion for successful motivation planning, no matter what the instructional plan may be, is that each time phase (beginning, during, and ending) of the sequence of instruction for the particular project object includes significant positive motivational influence on the workers. He further listed out six basics question for motivation planning as follows:
What can I do to establish a positive working attitude for this programme?
How do I best meet the needs of my workers throughout this working sequence?
What about this working conditions that will stimulate my workers?
How does this working pattern increase or affect workers feeling of competence P
How this working pattern does provide for my workers?
Knoveles (1980) contented that when a workers is motivated to worker, they work hardens, Learn, More have source of enjoyment and achievement, and want to continuing working.
A manager working with motivated worker finds instruction more successful, achieves greater satisfaction and avoids burnout.
Based on the above, it is difficult to understand whether ministry of Education Enugu is achieving its objective or not. Moreover, issue of threats of retrenchment of workers has kept workers in fear and the position of the ministry among the top ones in the country has fallen. Liquidity experience, encountered, this indicate some strength and weakness, efficiency and different hence even salaries are delayed

BRIEF HISTORICAL BACKGROUND OF (MINISTRY OF EDUCATION)
We cannot talk about motivation of staff in the civil service without talking about the ministries that integrated to form the civil service ministry of Education among other ministries, could be said to be exceptional in the sense that it is purely associated with acquiring and imparting know ledge and skills be it formal, non-formal or informal. It formal, non –formal or informal. It could be said to be the bedrock of other ministries in so far as other employees and employers in other ministry have passed through its one over or another in the course of acquiring knowledge, so it is a pivot on which other ministries revolves.
Education ministry as old as civilization. This is because civilization started with exhibiting extra knowledge to better conditions of living. Narrowed down to Nigeria, “the ministry of Education Enugu could be seen to be as old as the advert of the Europeans or colonial masters” (Fafunwa A.B. 1974). They brought the idea of acquiring and imparting-knowledge formally and established a ministry to be solely incharge. It came to line light when the country was operating under the regional system, where we had Directorate of Education to three and later four regions of the country. This later metamorphosed to ministries in 1967 with 12 states in the country.

STATEMENT OF PROBLEMS:
It appears that the resources for serious operation for motivating staff in ministry of Education are inadequate.
There is the problem of motivating planning that liquidity and late payment of salaries occur.
There is problem of threat for retrenchment of workers.
The problem of running the ministry by the management consultants.

PURPOSE OF THE STUDY:
To ascertain to what extent human and non-human resources are adequate for serious operation of the ministry
To determine how problem of motivate planning leads to liquidity and late payment of salaries.
To find out the courses of threats of retrenchment to workers.
To determine the problem of running the ministry with team of management consultants.

RESEARCH QUESTIONS:
To what extent are the resources adequate for ministry of education management effectiveness?
To what extent are the problems of motivations planning affect the profits and payment of salaries to workers?
What is the cause of threat of retrenchment to workers?
What are the problems of running the ministry with the same our of government?

SCOPE OF THE STUDY:
This scope of this study is ministry of Education, Enugu made up of twelve department.

SIGNIFICANCE OF THE STUDY:
Having seen the dimension of the work, it is believed that suggests from this study would help in many ways.
It would have help to search for the solutions to the problems facing the civil servants in Nigeria
It would enable the researchers to find ways and means.
It would enable the researcher to determine the effect of these motivating factors on performance or productivity.
With the findings it will help us to make projections and predictions with greater precision concerning the attitude of civil servants to their work.
Management, administrators, directors and policy formulators will gain a lot if they are aware of those factors that spur or inhibit their workers or employees to or from greater performance ad productivities.
2.0 introductions: Many students have written on motivation and performance in organizations. This may e in recognition of the fact that proper motivation leads to goods performance which in turn leads to high reductively to the sustenance of national growth and development productivity is the key factor in the development of a nation and the welfare of its people. Good performance and high productivity is the hall mark of development and the economic prosperity while law performance and low productivity is the bones of under developed nations. This statement was propounded by megrego. He says that management can provide or with hold the means for satisfying men’s physiological and safety needs. Employment i.e. such a means. Also wages working condition and fringe benefits. By with holding employment etc.
According to Sombo A. (1988) for employees to perform, management of such on organization must make them do so. He simply defines performance as:
Performance = Ability times motivation
P = (Axm)
He went further to stake that in this performance question, it usually assumed that the ability of an employed is given, this assumption is justifiable since new entrants into most organizations are screened through various tests before entry. Sombo continued by saying that what all organizations fail or are unable to determine prior to entry by new entrants is the level of motivation. This is because among all others things, motivation i.e situational and colloquial does not easily render itself to measurement management, therefore, we have the singular task of motivating staff to perform, since this I the only variable in the performance equation that management an influence.
Sambo also looked at motivation at the label for everything that determine how an individual decides to initiate efforts on task, how he decides on the level of effort to exert on that task. This view of motivation is obviously very embracing and effecting motivation therefore is spaced demanding task on management. He suggested that management determines the needs of its staff and the situational variables that determine a person’s behaviour. It must also determine how motivators are processed motivating a person according to him is as complex a task as the complexity of an individual needs.