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ABSTRACT
The word motivation as we can say has been viewed as propelling force that hold any give organization in oneness at its attainment of optimum operational efficiency with respect to the profit maximization. The study reveal that even through motivation plays this vital role, some Nigerian mangers in contemporary business organization are not given adequate attention to provide welfare package that can enhance employee performance. The outcome of this to productivity or poor performance among workers brought about low utilization of human resources. It was on this ground of the problem to the study on motivation and employees was carried out is to examine the impact of motivation on employee work performance. The researcher employed the questionnaire approach in gathering relevant primary data. The analysis of the data showed that some basis staff-welfare services not provided in the organization. The absence of these facilities manifested on the performance of the study. From the finding, it reveal that employees are motivated adequately if they are given fair treatment and also recognized in their places of work it will contribute to better performance.
TABLE OF CONTENTS
TITLE PAGE:
DECLARATION ii
CERTIFICATION iii
DEDICATION iv
ACKNOWLEDGEMENT v
ABSTRACT vi
TABLE OF CONTENTS vii
CHAPTER ONE 1
INTRODUCTION 1
1.1 BACKGROUND OF THE STUDY 1
1.2 STATEMENT OF THE PROBLEM 4
1.3 OBJECTIVES OF THE STUDY 5
1.4 SIGNIFICANCE OF THE STUDY 5
1.5 RESEARCH QUESTIONS 6
1.6 SCOPE AND LIMITATION OF THE STUDY 7
1.7 DEFINITION OF TERMS 8
CHAPTER TWO 9
LITERATURE REVIEW 9
2.1 THE CONCEPT OF MOTIVATION 9
2.2 THE TRADITIONAL APPROACH 14
2.3 THE HUMAN RELATION APPROACH 17
2.4 THE HUMAN RESOURCE APPROACH 18
2.5 MOTIVATIONAL TOOLS I PROGRAMMES 18
2.5.1 MOTIVATIONAL TOOSLS 20
2.5.2 MANAGERIAL ACTIONS FOR INCREASE MO11VATION 23
2.6 IMPORTANCE OF MOTIVATION IN ORGANIZATION 25
CHAPTER THREE 26
RESEARCH METHODOLOGY 26
3.1 DESIGN AND METHODOLOGY 26
3.2 RESEARCH DESIGN 27
3.3 POPULATION STUDY 28
3.4 SAMPLE AND SAMPLING PROCEDURE 28
3.5 SOURCE AICUETHOD OF DATA COLLECTION 29
3.6 RESEARCH/INSTRUMENT 29
CHAPTER FOUR 31
DATA PRESENTATION AND ANALYSIS 31
4.1 INTRODUCTION 31
4.3 DICUSSION OF FINDINGS 38
CHAPTER FIVE 39
SUMMARY, CONCLUSION AND RECOMMENDATION 39
5.1 SUMMARY 39
5.2 CONCLUSION 39
5.3 RECOMMENDATIONS 41
APPENDIX I 42
APPENDIX II 43
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Every organization, public and private is set up to achieve a given objective. Such objective will normally be achieved by a strategic mix of the resource of its disposal. This resources will includes both human and natural variables. This variable and resources will have to be properly directed or channel in such a manner that will cause its organization to achieve its set target or goals. Human being is one most essential element that must be available before an organization can start operation. There is need for motivation and effective performance in order to achieve organizational goals.
Every individual is unique, but each individual have certain physical, social needs and others. The extend these needs vary from person to person, from time to time with the same ways, but these needs lies behind human behaviour and to know about them is to know the important part of the study why people do what they do. Therefore, certain factors are contributed to empower or influence and motivate any employee on the working sector. The ability of factors that could cause the work performance of an employee happens to be the main aim of this research work to enlighten the general business factor on the need to motivate any employee in the’ working place.
Today, virtually all people practitioners and scholars have their own definition of motivation. Usually one or more of these following words are included such as desire wants Wishes, aims, goals, needs, drives, motive and incentives.
Technically, the term motivation can be traced to the Latin word called which means to move. This meaning is evident in the following comprehensive definition. Motivation is a process that start with a physically or psychological deficiency or need that activate behaviour or a drive that is owned at a goal or in incentive.
Thus, the key of understanding the process of motivation in the meaning of a relationship among needs drives and intensive. Cole (2006:203). The term motivation is defined as all those inner drives that activate or move an individual to action. Robbins and Judge (2007:398).
Motivation is also viewed as psychological force that determines, the direction of person’s behaviour in an organization, a person level of efforts and a person level of persistence depending on how his needs, goals desire and expectation are met; identification of the need and how to satisfy them is rooted in the motivation theories. Jones and George (2009:91). It is therefore notices that organizations have goals and the important function of management is the attainment of organizational goals and objectives. These goals and objectives can be met through the involvement of workers whose performance will lead attainment of target goals.
1.2 STATEMENT OF THE PROBLEM
The problem under this investigation revolves around the fact that employees performance varies from one organization to another. Some employees perform more consciously and therefore are more effective in their work place but others are reluctant to work and do not perform to the firms expectation, hence, this is an imbalance in job performance among organizational employee.
On the other hand, some business organization can highly motivate their employees. This act of motivation goes a long way to boost employees performance while other business organization have failed to motivate their employees (workers) and are poorly paid and do not received any kind of incentive from their employers. Therefore, this work is geared toward seeking to know how motivation and employee performance can enhance productivity in business organization. Lack of motivational incentive and job dissatisfaction among employees.
1.3 OBJECTIVES OF THE STUDY
The general objective of this study is to identify factors capable of enhancing motivation and they are as follows:
1. To highlight the need for adequate motivation and compensation of their employees, to encourage them to put in maximum efforts.
2. To look at the way organization motivate it staff and assessment of the method of motivation to recommend a more effective method.
3. To identify reasons for staff poor attitudes to work and resultant decline in quantity services.
4. To find out how to include employees to see organizational goals as part of their goals.
1.4 SIGNIFICANCE OF THE STUDY
This study when conducted the following significant were ascertain:
1. It will increase the wealth of knowledge accumulated so far on the subject matter.
2. It will be a great assistance to management who use people to achieve or get things done.
3. This study will highlight the need for adequate motivation and compensation of their employees to encourage them to put in maximum efforts.
4. The result of this work or study could serve as given framework for organization to execute some of the laid polices, human’s knowledge about motivation.
1.5 RESEARCH QUESTIONS
1. To what extent does motivation enhance employee performance thereby leading to increase in the organizational level of productivity?
2. To whet extent does motivation encourage staff performance?
3. How can motivation and employee performance be achieved?
4. What are the benefits that will be derived from motivation and employees performance in business organization?
1.6 SCOPE AND LIMITATION OF THE STUDY
A research of this nature has to cover some organization especially if the result would be generalized. The content scope of the study is about motivation and employee performance while the geographical scope of the study is the Nigeria National Petroleum Corporation (N.N.P.C). In view of the nature of this country Nigeria is constrained to investigate critically the problem in a particular firms or organizations and make generalization.
The research is not as extensive as it should normally be, due to certain constraints face in the course of the exercise. This includes time, finance, non-availability and poor attitude of the respondent etc.
Time was one of the major constrains encountered. A study of this nature would have been very useful it if goes beyond the immediate environment, but finance also acted as a constraint in the realization of the stated objectives.
Finally, the relative scarcity of relevant materials for the study acted as a constraint in arriving at a more comprehensive result.
1.7 DEFINITION OF TERMS
1. Employees Performance:- Is condition employees makes to the organization goals, meaning how effective and efficient employees carried out job responsibilities.
2. Motivation:- The conditions responsible for variation in the intensity quality and direction of ongoing behaviour.
3. Need: Is any internal state that makes certain outcome appear attractive. Needs act as drive.
4. Motives:- Is that which moves, impels or induces one to act to satisfy a need or want. Is also a force that pushes one to extent effort to achieve a goal or an objective for reward.
5. Organization:- It is an organized group with a particular purposes, such as a business.
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