Impact of motivation on employee productivity.

CHAPTER ONE

INTRODUCTION

1.1     BACKGROUND OF THE STUDY

To know how well a worker does a job, we need to know how well the worker is propelled geared up or motivated. Motivation being the act or task leading to stimulation of action towards intended performance is a driving force that is presumes to bring job satisfaction. It is a stage of encourage to perform an act.

Oyedijo (1995) define ‘motivation’ as the act of influencing a person to do something or behave in a particular way by providing an incentive with which he could satisfy his desire or need. He says that to motivate a person is to provide the person with an incentive, an urge or a drive to propel and incite the person so that he can direct his behaviour towards a valued goal, want or need.

By and large, there is a general belief that the job of a manager is to achieve the goal of an organization thro ugh people as it has been noted over the years that different people come to work with different value and job expectation.

Whatever the values and job expectation that the individual brings to their workplace, they must be satisfactory met by the organization to induce and motivate employees or workers. It is imperative to state that the need for the achievement of the organizational workers has been the major challenges of management, since the management recognizes that fact that satisfaction reduces labour turnover, bring about individual peace and increases productivity.

Consequently, the concept of motivation primarily concerned with why people behave or refrain from behaving in a particular manner. Motivation is involved in choosing between alternative courses of action to achieve some predetermine goal or objectives. It is a whole process of determining the rationale behind people actions, what they enjoy best in their jobs, the satisfying aspect of their jobs, their needs to perform better and so on.

However, understanding human motivation is a complex process. This is so because, a person’s motive may be clumsy to the next per son in rank or status, or even in similar environment to him. Hence, it is highly imperative for people occupying managerial or administrative position in modern organization, private or public strategies as well as individual peculiarities and adjust their leadership behaviour accordingly. The basic distinct between those occupying “managerial” position and “worker” is that managers are held accountable to the work of the subordinates while “workers” are accountable only for their work.

1.2     STATEMENT OF THE PROBLEM

The latest interest in generation, increased productivity among worker, encouraging job satisfaction and commitment peculiarity among researchers has brought into the limelight the desirability of worker motivation.

Motivation, being a multifaceted concept can be classified differently by people using different approaches or perspectives. Such classification is a function of the knowledge, experience, belief, and reasoning held by the person making the classification.

Research and social critics have or many occasions suggested that most of Nigerian works show little interest in the job they do as a result of not being motivated and consequently produce less than what one would expect from them Memnat F. S. (1999). Labour economist, industrial relations cure, industrial psychologist and sociologist have all agree that workers who are not adequately and considerably motivated are largely dehumanized.

To this end, the problem of this research study is to verify how motivation can be used by mangers as an effective tool for employee productivity.

1.3     AIM AND OBJECTIVES OF THE STUDY

The aim of this research work is to examine the impact of motivation on employee productivity. To achieve this aim, the following objectives have been specified.

       I.            To analyze the different way available for employee motivation.

    II.            To identify and critically analyze the primary function(s) of employee motivation.

 III.            To measure the performance of organization that effectively and adequately adopts the concept of motivation and productivity.

IV.            To identify the types of motivation available to management practitioners.

   V.            To analyze how employee motivation can be enhanced to achieve job satisfaction.

VI.            To examine whether there is an any correlation as it is being argued between motivation and job satisfaction.

1.4     RESEARCH QUESTIONS

Research question covers the subject matter of the research. The following are the research questions:

1.     Does the concept of motivation operate in practice as it does in the literature?

2.     Are manager always ready and willing to meaningfully motivate their employees?

3.     Do employees perceive any correlation between motivation and workers productivity?

4.     Are workers who are not meaningfully motivated satisfied with their job?

5.     Do worker prefer intrinsic (internal) motivation to extrinsic (external) motivation in their search for job satisfaction?

1.5     RESEARCH HYPOTHESES

The following hypotheses have been formulated to serves as a guide to this research work.

These shall be developed tested and validated.

HYPOTHESIS II

H0:    There is no significant relationship between motivation and workers productivity.

HYPOTHESIS II

H0:    There is significant relationship between motivation and level of job satisfaction.

HYPOTHESIS III

HO There is significant relationship between motivation and the level of job performance

1.6     SIGNIFICANCE OF THE STUDY

As already observed by theorist that, the task of management is to achieve the organizational goal and objective through people, and this can only be accomplished through this guidance, encouragement and control motivation being a unique management function in which human factors are involved, when added to other related function, become a work load for management which might in consequences lead to the ineffective result. In this line of thought, as it is becoming increasingly recognized in today, modern management that for any organization to achieve success, workers must not only be satisfied but must be made to produce effectively.

The interest generated in this area of management stems from the efficiency and effectiveness of workers within an organization. One of the various ways is through employee motivation.

  it is tailored to given an insight into various form by which employee can be motivated, thus helping them to improve workers  satisfaction, hence Job satisfaction, higher level of productivity, low labour turnover and absenteeism. The research study will also be useful in the development of a new form of motivation mechanism that suit respective organization.

1.7     SCOPE OF THE STUDY

This study focus on the psycho-demographic causal factors of cultism among Nigeria Universities. However, the studies of motivation in this global day and in industrials sectors at large cover a very wide scope. But the aims of this research work will be limited to Paterson Zochonis (PZ) Industries PLC.

1.8     DEFINITION OF TERMS

Motivation: This concept mean different thing to different people. It implies to the act or task leading to stimulation of action towards intended performance.

Productivity: This means the balance among all factor of production that will bring about greater output for the little effort. That is the ration of goods and services to the input use in the course of production.

Management: These are the class of people with executive authority who are responsible for the planning, organizing, directing and controlling all activities in an organization. They are the superordinate.

Organization: A group or enterprises with role differential of functionally interrelated part.

Employee: Here, employees refer to all workers of the organization who do not exercise executive authorities, but carry out directive and assignment given to them. They are the subordinates.

Effectiveness: Degree to which group achieve to group goals.

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