Abstract
The paper is focused on the strategies to motivating technical staff in
Nigeria. Nigeria is an emerging economy with various challenges imposed by
globalisation and climatic change agents. Strategies adopted and their efficacy
in motivating technical staff are expected to result in better appreciating and
handling of environmental/climatic changes, satisfaction and improved
productivity of the staff. The study investigated the peculiar characteristics of
technical staff, the effects of monetary rewards on the technical staff, the effects
of ‘private practice’ and non-provision of work on technical staff. A sample of
110 technical staff was selected. The findings indicate that junior technical staff
(artisans and foremen) preferred monetary rewards, while senior technical staff
(technical officer cadre) preferred non-monetary rewards. More of the technical
staff preferred provision of work and ‘private practice’ as motivational
strategies/tools. It is concluded that a technical staff who is provided with work
and who is allowed ‘private practice’ is more likely to be committed to his/her
job and would avoid strike. It is recommended that technical staff should be
given time of their own to engage in ‘private practice’ and should always be
provided with job to avoid loss of skill.