ABSTRACT
This study was carried out to investigate the effect of motivation on performance of library staff in NRCRI, Umudike using descriptive survey design. The objectives of the study are to find out the staff motivational techniques adopted in NRCRI, Umudike Library, find out the extent to which motivational techniques are applied in NRCRI library, ascertain the effect of staff motivation on performance of library staff in NRCRI, Umudike, find out the challenges impeding staff motivation for high performance in NRCRI, Umudike Library; and suggest strategies to enhance motivation so as to improve staff performance in NRCRI, Umudike Library. Five research questions were also formulated from the specific objectives. Five sets of structured questionnaires were developed from the related literature reviewed for the study. They were faced validated by experts. The questionnaires were used for collecting data from the respondents. The data were analysed using the mean and frequency to answer the research questions. The major finding of the study revealed the motivational techniques adopted in NRCRI Umudike are prompt payment of salaries, prompt payment of allowances, timely promotion of staff, sending staff on regular training, organization of conferences and seminars, giving staff annual leave as at when due, organizing regular meetings to hear the staff’s problems, organizing parties for the staff, allowing the staff go on break, reduction in staff labour and regular monitoring check on staff activities. It was concluded from the findings of the study that the motivational techniques are applied to a Low Extent (LE) in NRCRI. Based on the finding, it was recommended that there should be regular payment of salaries, entitlements and allowances, there should be regular rewarding of outstanding performance, favoritism should be eliminated and there should be in-service training for all library staff.
TABLE OF CONTENTS
Title Page i
Declaration ii
Certification iii
Dedication iv
Acknowledgement v
Table of contents vi
List of tables viii
Abstract ix
CHAPTER
1: INTRODUCTION
1.1 Background
to the Study 1
1.2 Statement of the Problem 6
1.3 Purpose of the Study 7
1.4 Research Questions 7
1.5 Significance of the Study 8
1.6 Scope of the Study 9
CHAPTER 2: LITERATURE REVIEW
2.1 Conceptual Framework 10
2.1.1 Concept of motivation 10
2.1.2 Concept of performance 13
2.1.3 Motivational strategies/techniques 16
2.1.4 The effects of motivation on
the performance of staff. 24
2.1.5 Problems associated with lack
of motivation to Staff 27
2.1.6 Strategies to enhance
motivation of library staff. 28
2.2 Theoretical
Framework 31
2.2.1 Abraham H. Maslow’s Needs
Hierarchy Theory (1943) 31
2.2.2 Herzberg's Motivation-Hygiene Theory (Two Factor Theory) (1950) 33
2.3 Review of Empirical Studies 34
2.4 Summary of Literature Review 37
CHAPTER
3: RESEARCH METHODS
3.1 Design of the Study 39
3.2 Area
of the Study 39
3.3 Population
of the Study 40
3.4 Sample and Sampling Technique 40
3.5 Instrument
for Data Collection 40
3.6 Validation
of the Instrument 41
3.7 Method
of Data Collection 41
3.8 Method
of Data Analysis 41
CHAPTER
4: PRESENTATION OF RESULTS
4.1 Data
Analysis 42
4.2
Summary
of Major Findings 48
4.3 Discussion of Findings 50
CHAPTER 5: CONCLUSION AND RECOMMENDATIONS
5.1 Summary of the Study 53
5.2 Conclusion 54
5.3 Implications of the Findings 55
5.4 Limitations of the Study 56
5.5 Recommendations 57
5.6 Suggestions for Further Studies 57
References 58
Appendices 62
LIST
OF TABLES
1:
Mean responses on the motivational techniques adopted in NRCRI,
Umudike Library (n = 15) 42
2: Mean responses on the extent to which motivational
techniques are 44
applied (n
= 15)
3: Mean responses on the effects of staff motivation
on their performance 45
(n = 15)
4: Challenges impeding staff motivation for high
performance (n = 15) 46
5:
Mean responses on the strategies to enhance staff motivation and 47
Performance (n = 15)
CHAPTER
1
INTRODUCTION
1.1 BACKGROUND OF THE
STUDY
Staff motivation is an issue of major
concern when organizational progress is talked about. The term motivation was
taken from the Latin word movere, which means “to move” (lamprey, Boateng
& Antwi, 2013). Houran (2011) observe that when applying motivation in the
work situation, the term motivation can be described as the willingness to
exert high levels of effort by individuals and team, to reach organizational
goals in conjunction with the satisfaction of the individual needs of the
participants. According to Ntui, Adu and Eyong (2014), motivation represents
psychological processes that cause the continued persistence of voluntary
actions that are goal oriented by individuals.
Many
contemporary authors have also defined the concept of motivation as the
psychological process that gives behavior process and direction. Thus, Burton
(2012) sees motivation as predisposition to behave in a purposive manner to
achieve specific, unmet need; (Bedeian, 1993) views it as an internal drive to
satisfy an unsatisfied need while (Higgins, 1994) defines motivation as the
willingness to expand energy to achieve a goal or reward. Therefore, it is
force that activates dormant energies and sets in motion the action of people.
It is the function that kindles a burning passion for action among the human
beings in an organization.
Precisely stated, motivation is the
combination of forces which initially direct and sustain behavior towards a
goal Fedias (2012) opines that motivation means all those inner striving
conditions described as wishes, desires and goals. It is an inner state that
activates or moves. It means that it improves the readiness of an employee to
pursue some designed organizational or individual goals.
Motivation is a word that is popularly
used to explain why people behave the way they do. In psychology and other
behavioral sciences, the word ‘motivation’ has a more limited use but in
careers like teaching and health, employers of labour are usually advised to
motivate their employees. Furthermore, psychologists view motivation as the
factor that determines behavior. This is based on the expression that “all behaviors
are motivated” (Martin, Guthridge & Mohr, 2009). Consequently, the
understanding above, expresses a general altitude or conviction, and is similar
to the popular usage, however, when studying motivation; other psychologists
focus on two specific aspects of motivational behavior which include the
energization or arousal of behavior and the direction of behavior. Thus,
motivation is seen as the factor that energies behavior. That is, motivation
arouses an organism and causes it to act. According to this viewpoint,
motivation provides the energy in behavior, but habits, abilities, skills and structural
features of organisms provide direction to function (Martin, Guthridge &
Mohr, 2009). Thus, in the behavioral sciences, motivation can mean energization
or direction of behavior. Energization is like arousal or activation and means
being “stirred up” or “ready for action” which energization can take place in
several ways.
Motivational conditions provide stimuli
that direct behavior. Example, hunger may motivate somebody to eat while some
other internal motivational state such as sex may make the organism sensitive
to external stimuli including a mate. But the directing function of the
stimulation arising from motives differs from the arousal function of motives.
The management of people at work is an
integral part of the management process. To understand the critical importance
of people in the organization is to recognize that human element and the
organization are synonymous (Musonda, 2014). A well-managed organization does
not look to capital investment, but to employees, as the fundamental source of
improvement. An organization is effective to the degree to which it achieve its
goals. An effective organization will
make sure that there is a spirit of cooperation and sense of commitment and
satisfaction within the sphere of its influence.
In order to make employee satisfied and
committed to their jobs in libraries, there is need for strong and effective
motivation at various levels; department, sections and units of the library
(Nurun, Islam, Dip & Hossain, 2017).
Motivation is a basic psychological
process. A recent data-based comprehensive analysis by Mullins (2005) concluded
that competitiveness problems appear to be largely motivational in nature
(Mullins, 2005). Along with perception, personality, attitudes and learning,
motivation is a very important element of behavior; nevertheless, motivation is
not the only explanation of behavior. It interacts with and acts in conjunction
with other cognitive processes. Motivating is the management process of
influencing behavior based on the knowledge of what make people thick (Luthans,
1998).
Motivation and motivating deal with the
range of conscious human behavior. Luthans, (1998) asserts that motivation is
the process that arouses, energizes, directs and sustains behavior and
performance. That is, the process of stimulating people to action and to
achieve a desired task. One way of stimulating people is to enjoy effective
motivation, which makes workers more satisfied with and committed to their
work. Money is not the only motivator there are other incentives which can also
serve as motivators, like training, promotion, award and appreciation.
According to Ombima (2014), staff
motivation is very important in boosting library activities. How well staff is
being motivated determine what he can offer. This implies that once a staff
feels appreciated and challenged through motivation like training
opportunities, he feels satisfied towards his job and performs better.
According to Houran (2011), motivation
refers to the interaction between individual and environmental forces to arouse
and create persistent behavior. From the above definitions, motivation consists
of three interacting and inter-dependent elements of needs, drives and goals.
1.
Needs:
These are deficiencies created whenever there is physiological or psychological
imbalance or disequilibrium.
2.
Drives
or motive: These are set to alleviate needs. They
are action oriented and provide an energizing thrust towards goal
accomplishment.
3.
Goals:
Goals are things which will alleviate a need and reduce a drive. A result that
one is attempting to achieve.
Moreover, employees need basic items of
survival such as foods, housing, health, security, education among others, which
the management of their respective organizations should provide them.
Therefore, it is necessary to note that the management of the organization
should in the interest of efficiency and high level performance, find the
necessary motivational techniques and maintain it, to efficiently and
effectively achieve the institutional goal.
There
is general agreement that all behavior is motivated and that people have
reasons for doing the things they do or for behaving in the manner that they
do. Therefore, it is of utmost importance to know what people desire in job,
that will help in motivating them. Thus, properly motivated employees will help
the institute with effective and efficient performance and to achieve the
institute’s mandate.
Motivational
techniques
All over the world, every
organization provides different kinds of motivational techniques / measures to
their employee these motivational techniques
come in the form of salary and wages ,long service, certificate, promotions,
end of the year organization bonus,
rewards and other benefits like training, workshops, conferences etc.
National Root Crops Research
Institute library staff need these motivational measures to improve efficiency
of their work and to boost good performance in order to achieve the Institute’s
mandate, good motivational techniques should be put in place for the staff to
deliver good job.
According to Akuoku and Donker (2012)
who identified free accommodation, car loan, allowances etc. as the best
techniques. Salary advance is another technique that motivates staff.
In view of these motivational
techniques mentioned above it is very important/necessary that the employer of
N.R.C.R.I should note the advantages of motivation and therefore implement it
as it will move the Institute and Institute’s library to a greater height
Library staff:
Ergado
and Gojeh (2015) define staff to mean the people employed by an organization as
the case maybe, not only for administrative work but cut across other technical
services that an organization may provide. Library staff is therefore the
people employed for the management of library resources.
The
way staff perceives motivation influence their out put, but the present study will
provide new information and new perspectives, describing job motivation and
performance of library staff of National Root Crops Research Institute, Umudike
particularly in the context of Abia State, Nigeria.
Staff performance is the key indicator of
overall motivation received. It can be useful when comparing the efficiency of
different employees. Staff motivation and performance in the National Root
Crops Research Institute, Umudike is the subject matter of this project. Since motivation
is a result of employee’s behavior, influencing this behavior is a manager’s
key to increasing performance.
In organizations like NRCRI, high level of
performance and efficiency is their watch word in a competitive environment. This
cannot succeed without hardworking and committed employees through motivation
factors which will assist in getting work done in the right manner, in order to
achieve higher performance. When this is done, the Institute will definitely
attain its desired objectives and mandates.
1.2 STATEMENT OF THE
PROBLEM
National Root Crop Research Institute library
has been facing some problems which are as follows;
Fund:
The library has been lacking funds seriously as the parent organization does
not include the library in their budget making. Lack of interest in the welfare
of the staff: The library staff suffers so many neglect from the institute’s
management as the need of the staff are not mate. The staff of the library only
depend on their salary. So no casual hands, no cleaner, no messenger and no
clerical staff. Lack of interest in the professional knowledge upgrade: The
staff of NRCRI library have not been allowed to attend professional
conferences/workshops so as to upgrade themselves with modern ideas and
techniques in running the library. Lack of interest in the upgrade of
Institute’s library: The NRCRI library has been neglected to the extent that,
the library lack work tools such as cataloguing and classification tools, ink,
stamp pad, stamp, paper and new information materials, except bouquets and
gifts from philanthropists.
These problems have been militating against
the performance of the staff of this library, which if met or well treated will
increase the performance of the workers. The current research is to find
possible ways of ensuring staff motivation is implemented in NRCRI as to
achieve better staff performance.
Research’s
preliminary survey of available
literature reveal that much have been done on motivation and staff performance
in different organizations/establishments, but no effort has been made to
uncover the effect of motivation on library staff performance in NRCRI,
Umudike. This is the gap this study intends to fill.
1.3 PURPOSE OF
THE STUDY
The general purpose of the study is to
investigate the effect of motivation on performance of library staff in NRCRI,
Umudike. Furthermore, the specific objectives are to:
1.
find out the staff
motivational techniques adopted in NRCRI, Umudike Library;
2.
find out the extent to
which motivational techniques are applied in NRCRI library;
3.
ascertain the effect of
staff motivation on performance of library staff in NRCRI, Umudike;
4.
find out the challenges
impeding staff motivation for high performance in NRCRI, Umudike Library; and
5.
suggest strategies to
enhance motivation so as to improve staff performance in NRCRI, Umudike Library
1.4
RESEARCH
QUESTIONS
The following research questions will
guide this study
1.
What are the staff
motivational techniques adopted in NRCRI, Umudike Library?
2.
What are the extent in
which motivational techniques are applied in NRCRI library?
3.
What are the effects of
staff motivation on the performance of library staff in NRCRI, Umudike?
4.
What are the challenges
impeding staff motivation for high performance in NRCRI, Umudike Library?
5.
What strategies can be
adopted to enhance motivation so as to improve staff performance in NRCRI,
Umudike Library?
1.5 SIGNIFICANCE OF
THE STUDY
This study
which is aimed at evaluating staff motivation and performance of library staff
will be of immense benefit to: National Root Crop Research Institute, Umudike. Library
managers and management, Library staff and library educators, students and researchers
in the following ways.
The result of this study will enable the
management of NRCRI institute to take necessary procedures to provide the
appropriate motivational factors so that their workers will be encouraged to
put their best in achieving the Institute’s mandates.
Institutions/establishment in Abia state
and Nigeria in general will benefit as this study seeks to explore into the
relationship between staff motivation and performance. This will help them to
adopt strategies which will assist in increasing staff efficiency and
performance in their institutions.
Library management in other institutions
will need this study in order to effectively plan on the ways of handling
library staff as to get the best out of them and further build a motivating and
friendly environment for performance and efficiency.
Library staff and other staff of NRCRI will
benefit from the findings of this
Study as this study will assist in
enhancing the performance in their institution. This study will also serve as
an opener to them on the methods that can be used in motivating them.
Library educators would find this study a
worthy resource material as it would provide and enrich literature for
effective teaching and learning in library schools.
Students, especially those in library
schools and management sciences will benefit from the study, as it should teach
them the effect of staff motivation on performance of staff and further assist
them in carrying out their researches and study.
Furthermore, this study would also be of
immense benefit to university library policy makers and implementers as it
would serve as a guide in identifying the areas of dissatisfaction of staff and
so formulate and implement relevant library policies relating to the staff
motivation and performance
Researchers and other authors would find
the study useful as it will add to existing literature in staff motivation and
performance
1.6 SCOPE OF THE STUDY
The study will cover National
Root Crop Research Institute Library, Umudike, Abia State, Nigeria
The study would identify the
motivational techniques adopted, the extent to which the motivational
techniques are applied, the roles of management in motivating staff, effect of
motivation on the staff performance, challenges facing staff motivation and
performance as well as strategies to enhance staff motivation and performance
in NRCRI, Umudike library. Additionally, the library staff of NRCRI will serve
as respondents for the study which will include professional and
para-professional staff.
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