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ABSTRACT
This study was determined to examine motivation and the productivity of office workers. The main purpose of this study was to examine motivation and productivity of office workers, other purpose of the study are find out the extent to which motivation enhance office workers productivity, to determine the relationship between motivation and productivity, to find out the importance of motivation in an organization, to determine problems of motivation in an organization. A research survey method using questionnaire and interview was adopted and the study was carried out in the Nigeria National Petroleum Company (NNPC). The sampling technique was used to select the respondents of the study. A total of one hundred questionnaires were returned. A simple percentage method was used in the analysis of the data collected. Some of the findings of the study include motivation and incentives given to office worker, job security and opportunity for advancement were factors that motivate office workers. At the end, summary conclusion and recommendations were made for a clear view by users of the research.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The human element is the most dynamic of any organizational setup that is why it has been noted that of all the problems management faces, motivating office workers rank as one of the most difficult task. It is employee motivation is one of the major responsibilities of any organization and not that of the employees themselves. Motivation benefits both the employers and the employees, but employers derive most of the benefits. Because when workers are motivated their productivity level rises and results into better services and product which yield more or higher profit to the organization.
Motivation has been defined by authors in different ways motivation is that which causes, channels and sustain people’s behavior of attitude towards something.
According to Koontz (1976) motivation refers to the inner state that energizes and channel human behavior. Vroom (1954), Maslow (1954) and Herbenz (1986) in their research studies attempted to find an explanation to what really motivate people at workplace.
Maslow (1954) carried out a study of the hierarchy of needs. The prime emotive of man is how to satisfy his or how to support his immediate and extended families and to be able to carter for his responsibilities.
The prime motive of man is social needs. Social needs are such need of belonging to a particular class in the society and the job of the individual has come bearing on the kind of link with the need for self-actualization. The success or growth and also the fall of any organization depend on the manpower development strategies. In order for manpower to be effective, there must be effective motivation.
It is believed that when a workers achievement is acknowledged in any form, the individual will tend to do more or repeat what he has been praised for according to Ahiazu (1984). On the other hand he believed that the non-challant attitude to work amongst workers in the public sector is the result of inadequate motivation.
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 beings is willing and also ready to work, so far as he is directed in what to do, he is willing to corrective measures when necessary.
The organization is directed on what to do, he is well-organized placed with various activities ranging from administration if the day-to-day production of goods and services. The environment and the employees are very vital in the administration of any organization that describes organization as a social system whether they are industries, servicing set-ups they involve people therefore to work or manage them. This means that the person in question must understand how these organization works to operate in social and work context.
Employee’s motivation is a term used to describe an inciting and or encouraging payment or incentives for services. The incentive which incites on the action is a form of motivation. In order words, motivation will be used to describe any special inducement offered by a business establishment or organization to its employees in either monetary or praise form or either economic benefits or compensation of office staffs to secure higher productivity and maximum efficiency. The era of scientific management dating from the 1890s has witnessed the development of many kinds of incentives pay plans world over, some of which are not mentioned in the examples, but importantly is that, employee’s motivation moves beyond the work pay plan.
1.2 STATEMENT OF THE PROBLEM
Motivation is anything that makes a person or individual to act or behave in a way he has not been behaving before. The problem now is; are employees in the public sector motivated? by being motivated one is asking whether they are being provided with the necessary incentives that will motivate them into working harder to increase productivity or the output level of the organization.
Are they also provided with the necessary materials that enable them works hard? In some organizations, the materials for effective work procedure are not available. There is also the problem of work environment leadership style and disparity in the organizations.
1.3 PURPOSE OF THE STUDY
The major objective of this study is to examine motivation and its effect on the productivity of office workers. The specific objectives are as follows:
- To find out the extent to which motivation enhance office workers productivity?
- To determine the relationship between motivation and productivity?
iii. To find out the importance of motivation in an organization.
- To determine problems of motivation in an organization.
1.4 SIGNIFICANCE OF THE STUDY
The work force of any organization is the pivot of its resources. Therefore, management always tries motivating workers/employees. The importance is in attempting to obtain solutions to peculiar motivating questions in the general work situation in Nigeria. The second relevance of the study is in the area of finding lasting solution to the motivation questions that are peculiar to the public sector. The third area is to find solutions to the sometimes-bothering questions of whether or not a remarkable different exist between motivation and workforce of the organization.
1.5 RESEARCH QUESTIONS
To carry out this study successfully, the following research question were answered
- To what extent does motivation enhance office workers productivity?
- What are the relationship between motivation and productivity?
iii. What are the importance of motivation in an organization?
- What are the problems of motivation tools in an organization?
1.6 SCOPE AND DELIMITATION OF THE STUDY
The scope of this research was confined to NNPC as it develops practices and policies to guide motivation of the employees. It deals directly with the department of human resources.
1.7 LIMITATION OF THE STUDY
This research work had some problems one of which was the lack of finds. This prevented the researcher from covering other organizations to have a wider view of the problem under study.
Also, the attitude of some of the respondents posed a lot of set back to the study; this was either incomplete of the questionnaire or inaptitude towards the researcher by the respondent.
Another was the limited time within the project work is expected to be completed coupled with other academic work at hand. This caused the researcher a great problem as he finds it difficult to cope with both at same time.
1.8 DEFINITION OF THE TERMS
CONCEPT: A general idea, thought or understanding.
INCENTIVES: Encouragement
INDUCEMENT: Something that encourages one to do something e.g. Money.
MANAGER: A person responsible for controlling or administering an organization or group of staff.
MANAGEMENT: The process of dealing with or controlling things or people.
MOTIVATION: A reason or reasons for acting or behaving in a particular way.
OFFICE: A room, set of rooms, or building used as a place of business for non-manual work.
PRODUCTIVITY: The effectiveness of productive effort, especially in industry, as measured in terms of the rate of output per unit of input.
SECRETARY: A person employed to handle correspondence and do routine work in a business office, usually involving taking dictation, typing, filing, and the rest.
TECHNOLOGY: The branch of knowledge that deals with the creation and use of office technical means and they are interrelation with life, society, and the environment, drawing upon such subjects as industrial arts, engineerin, applied science, and pure science.
TOOLS: A device or implement, especially one held in the hand, used to carry out a particular function.
OFFICE WORKERS: Professional or clerical workers in an office.
PERFORMANCE: The accomplishment of a given task measured against preset known standards of accuracy, completeness, cost, and speed. In a contract, performance is deemed to be the fulfillment of an obligation, in a manner that releases the performer from all liabilities under the contract.
WORKING CONDITION: The conditions in which an individual or staff works, but not limited to such things like amenities, physical environment, stress and noise levels, degree of safety or danger.
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