(SURVEY OF SELECTED COMPANIES IN RIVERS STATE)
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ABSTRACT
The major purpose of this project is to examine extrinsic motivation impact on employees’ job satisfaction. Selected firms in Rivers State were considered in the selected firms, which were under consideration. A sample size of eighty (80) was drawn form a population of one hundred (100) respondents the data collected were presented and analyzed using simple percentage and chi-square (X2) as the statistical tools in the study. Also the personal interview was conducted as well. The major finding is that virtually all firms in Rivers State Nigeria and beyond appreciate extrinsic motivation as been responsible for job satisfaction in an organization and therefore, recommend that firms should ensure that adequate policy set up to serve as a guide on conducting effective extrinsic motivation and also, employees should be rewarded equitably.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Organisation has employees who work for that when employees are motivated they are enjoyable and they are more interested in their job.
There is a large amount of aspect that contributes to the success of an organisation.
For an organisation it is very important that people are motivated.
If the employees of an organisation are motivated their interest, attitude and performance will improve during work hours (locke 2004).
The performances also an aspect that contributes to the success of an organisation.
The main goal of an organisation is to make profit. An organisation can only make profit if the employees of that specific organisation can achieve their goals (Beal 2005).
The human element is the most dynamic assets of any organisation setup. That is why is has been noted that all problem faced by management in motivating the employees has been ranked as one of the most intractable. It is therefore common for one to ask the question as to what is responsible for job satisfaction?
It is the responsibility of the management to the employees; the management will be expected to provide his means of motivation.
The answers of this question are not satisfied. Some authors see motivation within the confine of the employee in the organisation.
Motivation has been defined by different authors in different ways; motivation is that which causes channels and sustain people behavior or attitudes towards something. Motivation is one of the major problems of management whose aim is to make the employees to be able to put in their best.
Extrinsic motivation refers to motivation that comes from outside an individual. The motivation factors are external or outside, rewards such as money or grads. These rewards provide. An extrinsically motivated person will work on a task even they have little interest in it because of the anticipate satisfaction they will get from some reward .External motivation does not mean, however, that a person not get any pleasure from working on or completing a task. It just means that the pleasure they anticipate from some external reward will confine to be a motivation even when the task to be done hold little or no interest.
The indigenous system of Nigeria workers attitude to work is still there, despite all forms of motivation they are still influence with what they get from the work. Abiazu (1983) He said that they are very much committed and very industrial or hardworking as to when it come to the industrial work environment where they appear to be extrinsic motivation attached to it.
Motivation is a concept that has been denied a common definition but suffice to say that definition given by Koontz (1970) when say that motivation refer to the inner state that energizes and channel human behavior.
Maslow (1954) and Herberz (1986) in their research studies attempt to find an explanation to what really motivate people at work place.
Maslow (1954) carried out a study of hierarchy of the needs. The prime motive man is how to satisfy his or how to support his immediate and extended families and how to be able to carter for his responsibilities. The success or growth and also that fall of any organisation depend on the manpower development strategies. In order for manpower development strategies. In order for manpower to be effective there must be effective motivation.
It is believed that when a worker’s achievement acknowledge in any form, the individual will tend to do more or repeat what he has been reward for. Two different assumptions were presented by Douglas in the 1950s about the employees and called them theories X and Y. He stated in theory X that human beings are traditionally lazy indolent to work, greedy and would always want to be forced or threatened to do something before he does it.
But theory Y has a contrary view about theory X, theory Y is saying that human being is willing and also ready to work, so far as he is directed on what to do. He is willing to take corrective measures when necessary.
The organisation is a well organized place with various activities ranging from administrative of the day to day production of goods and services. The environment and the employees are very vital in the administrative of an organisation that describes organisation as a social system whether they are industries, servicing set-ups, they involve people to work or manage them. And these people must be motivated monetary.
Employee motivation is a term used to describe an inciting and or encouraging payment of incentive for services rendered.
The incentive wheel incites onto action is a form of motivation. In other words, motivation will be used to describe any special inducement offered by a business establishment or organisation to it employees in either monetary or package form to enhance higher production and maximum efficiency.
Employees benefit is an organisation that give packages to workers in order to improve their job. Therefore, the backgrounds of the study aim at explaining the impact of extrinsic motivation on job satisfaction in workplace.
1.2 STATEMENT OF THE PROBLEM
For any organisation to be at peak, line on how the employees of the organisation has been motivated, in an organisation motivation increase productivity, high market share and increase in profitability.
For these to be attained means that the employees has to be well motivated by giving incentive for them to increase their job productivity, high market share and increase in profitability. For these to be attained means that employees has to be well motivated by giving incentive for them to increase their job as well as their effort towards the organisation goals attainment.
Motivation is anything that makes a person or individual to act or behave in a way he or she has not been behaving before.
A relevant definition that advanced by Joe Kelly (1974:274) according to Kelly (Ibid) motivation can be regarded as behavior instigated by needs and directed towards the goals that can satisfy these needs Based on these definitions it can be deducted that motivation is an internal psychological process that brings out, directs or maintains goal-directs behavior. In effect, we can conclude that the needs, wants and desires which exist within an individual make up his internal motivation because these force influence the individual by determining his thoughts, which in turn lead to his behavior in a particular direction.
Based on the individual working in an organisation view of extrinsic motivation and job satisfaction to increase output level. This research study is attempting to analytically review extrinsic motivation and examine it implication on job satisfaction.
1.3 OBJECTIVES OF THE STUDY
The main purpose or objective of this study is follows:
- To examine the relationship that exists between extrinsic motivation and job satisfaction.
- To evaluate how staff extrinsic motivation can lead to job satisfaction.
- To evaluate how job satisfaction can lead to attainment of goal.
- To examine how extrinsic motivation increase productivity.
1.4 SIGNIFICANCE OF THE STUDY
We are aware that proper motivation of employees will definitely lead to an increased in productivity, and also an increase in the output level that will in turn brings the achievement of the overall goals of the organisation.
After going through this study, organisations, managers and supervisor will find it useful and it will guide them in the effectiveness of motivating their employees.
Also the employees can use it as a guide to carry out their job effectively and to increase their performance and take correction where necessary.
This study is also significant because it has been able to unveil the roles of extrinsic motivation in job satisfaction.
1.5 RESEARCH QUESTIONS
To consciously draw up a valid and accepted conclusion from the study, the research questions are as follows:
- To what extent does extrinsic motivation lead to job satisfactions?
- How does wages and salaries motivation increase job satisfaction of employees?
- To what extent does extrinsic motivation relate to increase in productivity in an organisation?
1.6 RESEARCH HYPOTHESES
Ho1: There is no significant relationship between extrinsic motivation and job satisfaction.
Ho2: There is no significant relationship between wages and salary motivation and job satisfaction of employees.
Ho3: There is no significant relationship between extrinsic motivation and increase in productivity.
1.7 SCOPE OF THE STUDY
The study of extrinsic motivation impact on job satisfaction covers a wide area of investigation. However, the scope of this study is large has a theoretical basic of selected business organisations in Rivers State, Nigeria. investigation has being limited to employees, managers and supervisor of this selected business enterprise.
1.8 LIMITATION OF THE STUDY
The research initial intention was to carry out the investigation beyond Rivers States but was constraints by the following factor.
Cost: The cost of undertaking this types of study is very high and coupled with lack of finance on the part of the researchers.
Time: The study was also hampered by time. The time frame within which the study was carried out was too short.
1.9 DEFINITION OF TERMS
Concept: A general idea, thought or understanding.
Inducement: Something that encourage one to do something e.g money.
Incentives: An addition of payment made to employees as a means of increasing production.
Intractable: Problems that is very difficult to deal with.
Productivity: The rate which a worker or company produce goods and the amount produced.
Performance: Act of process of performing a task.