ABSTRACT
Motivation constitutes a central
element when going through the process of human learning. If the organization
does not possess the ability to motivate its employees, the knowledge within
the organization is not practically used to a maximum. Therefore, it becomes
the aim of every successful learning organization to find the factors that
enable it to motivate its employees to continuous learning and to take
advantage of this knowledge to ensure its living.
This project work examined the
Motivation of employees in an organization with special reference to Tower
Aluminium Company.
A survey method with the use of
structured questionnaire was employed for data gathering in the research. A
sample of One hundred staff were sampled from the population of Tower Aluminium.
The selection of the sample was based on a simple random sampling technique.
For the purpose of the investigation,
two hypotheses were formulated and tested with the use of Chi-Square analysis.
Data gathered were presented in tables and the results of the hypothesis
revealed that; There is significant relationship between motivational factors
and work productivity for experienced staff of Tower Aluminium Company Limited.
Also, Monetary incentives and rewards exert a stronger influence on staff than
any form of motivational incentive.
Recommendations were proffered to Tower
Aluminium Company and other companies.
TABLE
OF CONTENTS
CHAPTER ONE: INTRODUCTION
1.1 Background of the Study
1.2 Statement of Problem
1.3 Aim and Objectives of Study
1.4 Research Questions
1.5 Statement of Hypotheses
1.6 Research
Methodology
1.7 Significance of the Study
1.8 Scope and Limitations of the Study
1.9
Historical
Background of Tower Aluminium Nigeria Plc.
1.10 Definition of Terms
CHAPTER TWO: LITERATURE
REVIEW
2.0 Introduction
2.1 The Meaning of Motivation
2.2 Theories of Motivation
2.3 Need Satisfaction and Non-Satisfaction
2.4 Job Satisfaction
2.5 Pre-Requisites to Link Performance and
Reward
2.6 Effect of Motivation on the
Productivity of the Organization as well as that of the Employee
References
CHAPTER THREE: RESEARCH METHODOLOGY
3.0 Introduction
3.1 Research Design
3.2
Sources of Data Collection
3.3 Population of the Study Area
3.4 Sample Size and Sampling Technique
3.5 Restatement
of Hypotheses
3.6 Reliability
of Data Collected
3.7 Method of Data Analysis
CHAPTER FOUR: DATA
PRESENTAION AND ANALYSIS
4.0 Introduction
4.1
Analysis of Personal Characteristics
of the Respondent
4.2 Analysis of Response of Respondents to the Problem Areas.
4.3 Testing of Hypotheses and Discussion of Results
CHAPTER FIVE:
SUMMARY, RECOMMENDATIONS AND CONCLUSION
5.1 Summary of Findings
5.2 Recommendations
5.3 Conclusion
5.4 Suggestions for Further
Studies
References
Appendix: Questionnaire
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Although there is a general agreement among psychologists
that man experiences a variety of needs, there is considerable disagreement as
to what these needs are and their relative importance. There have been a number
of attempts to present models of motivation which list a specific number of
motivating needs, with the implication that these lists are all-inclusive and
represent the total picture of needs. Unfortunately, each of these models has
weaknesses and gaps, and we are still without a general theory of motivation.
All organisations are concerned with what should be done to
achieve sustained high levels of performance through people. Consequently, the
subject of adequate motivation of workers as derived from the so many attempts
made by management practitioners is to look for the best way to manage so as to
accomplish an objective or mission with the least inputs of materials and human
resources available.
A lot of theoretical concepts, principles and techniques of
management have evolved in response to these challenges. In general management
authors have tended to view motivation as a key component of the managerial
function of leading or directing.
In any serious and competitive society workers are one of
the tools for an economic progress. Their welfare is taken into serious
consideration because without a dedicated workforce an organization crumbles. Nigerian’s
reward system is probably the poorest in the entire globe. Workers are used and
abused harassed, maltreated, offended and discarded without any appreciation
for their contribution to their organization and to the society at large.
It is therefore apparent that the issue of adequate motivation
of worker has relevance in managerial function and activities that are aimed at
directing the productive effort of the workforce toward achieving
organisational objectives.
1.2 STATEMENT
OF PROBLEM
The current state of affairs in the nation in general
corresponds to the workforce. Motivation makes it necessary to temper this
optimism with caution. “The workers are on strike again. ”Over what?“ They are
asking for another pay rise after the one granted just few months ago.” “What
more do they want?” These statements and comments and many similar ones are
reported frequently in the dailies and are commented upon by watchers of
development in various industry and service organisation. The questions are
often asked as to what workers in general and particular want from their
employers. Can there be an end to the clamour for increases in wages? Why do
workers work and what induces them to give their best?
Motivating employees has been a challenge to organizations
in Nigeria.
Most companies tend to maximize profit with little concern to the welfare of
the staff. This affects employees moral and makes them put less efforts to the
productivity of the oganisation. This research work tends to investigate these
problems and proffer better ways of motivating employees in an organization.
1.5 AIM AND OBJECTIVES
OF STUDY
The aim of this
research work is to examine the ways employees can he motivated in an
organisation.The objectives include;
§ To identify the various reward systems
in Tower Aluminium Nigeria Limited with a view to establishing their effect on
the motivation of staff.
·
To
find out whether there is any correlation between rewards and performance of
the employees.
·
To
proffer useful suggestions towards improving the rewards system in the
organization so as to enhance the productivity of its work force and by
extension the industry and the economy as a whole.
1.4 RESEARCH QUESTIONS
Research questions are meant to
generate possible answers to different aspects of the research problem and they
should be clearly stated such that they act as guides in identification,
collection and analysis of relevant data. In order to achieve the purpose of
this research, the study will attempt to provide answers to the following
research questions in order to arrive at a logical conclusion
Ø Is there any relationship between
motivational factors and higher productivity for experienced staff of Tower Aluminium
Company Limited?
Ø Is there any relationship between
motivational factors and attitude to work of less experienced staff of Tower Aluminium
Company Limited?
Ø Is there any relationship between
motivational factors and approach to work of old members of staff in the entire
Tower Aluminium Company Limited?
Ø Is there any relationship between
motivational factors and attitude to work of young members of staff in Tower Aluminium
Company Limited?
Ø How does the esteem accorded
to a position affect the job
Ø How do the responsibilities attached to job position
influence job performance?
1.5 STATEMENT OF
HYPOTHESES
I believe that work can be meaningful and satisfying to a
given job incumbent only when it elicits and stimulates his inner motivation.
These views raise some research questions, which form the basis of the
hypotheses for this study. To put this in proper perspective, the following
hypotheses were formulated for testing.
HYPOTHESIS ONE
HO: There is no significant relationship
between motivational factors and work productivity for experienced staff of Tower
Aluminium Company Limited.
H1: There is significant relationship
between motivational factors and work productivity for experienced staff of Tower
Aluminium Company Limited.
HYPOTHESIS TWO
HO: Monetary incentives and rewards do not exert
a stronger influence on staff than any form of motivational incentive.
H1: Monetary incentives and rewards exert a
stronger influence on staff than any form of motivational incentive.
1.6 RESEARCH METHODOLOGY
Research methodology deals with the
procedure used by the researcher to conduct the study. It contains the
different activities performed and methods employed by the researcher in the
study. For the purpose of collecting necessary data for this research work,
primary and secondary data collection method will be used. The primary data
collection method will be through the following:
1. Structured
questionnaire
2. Personal
unstructured interview
3. Observation
The secondary data will be collected
from reports and documents from the company. Also, reports outside the company
and from library and desk research literatures will be used.
In this study, descriptive method will
be used to analyze data and also in resting hypothesis, chi-square (X2)
will be employed. Findings from this research study will be discussed in the
light of the research problem hypothesis, purpose research questions,
literatures of the research and other relevant issues conclusions will be drawn
and recommendations and suggestions will also be made.
1.7 SIGNIFICANCE
OF THE STUDY
Studies of the nature are becoming increasing important because it will
promote the needed awareness that better salaries or working condition alone do
act as factors that could motivate staff toward efficient performance in the
organization.
The findings of this study will
have the theoretical as well as practical importance. There have been various
notions on the element that motivate employee towards performance on the job. This study will check the validity of some of these claims and
hence be a contribution to the development of management in our complex
organization.
1.8 SCOPE AND
LIMITATIONS OF THE STUDY
This study assesses the motivational strategies for enhancing workers job
performance. This study was limited to a selected Company: Tower Aluminium Company Limited.
Limitations
In the course of conducting this
research work it is expected that the following will constitute impediments to
the effective conduct of the study
a) Time
constraint within which the study must be completed.
b) Financial
constraint
c) Inaccessible
and inadequate data
Nevertheless, we believe the above
limitations will in no way affect the reliability and validity of the research
study.
1.10
HISTORICAL BACKGROUND OF TOWER ALUMINIUM
NIGERIA PLC.
Tower Aluminium Nigeria
Pl. Began its operation in Nigeria
in 1959 and has today grow into a leading Aluminium manufacturing industry,
which is second to none. The company was incorporated as Tower Aluminium
Nigeria Limited and later to a public limited company in 1991 due to being
privatized, it was quoted on the Nigeria stock exchange and has
division and subsidiaries in more than ten states of the federation among which
are Tower extrusion Aluminiums industries Pl. In Imo state, and Nigeria
Association Battery manufacturing company in Ikeja Lagos state to mention a
few. The company registered office is located at Oba Akran Avenue, Ikeja Lagos state.
Tower Group, a Pioneering Leader of Aluminium
products in West Africa, is a house hold name in Nigeria. Tower products are
distinguished for high-class quality and excellence in customer service and
value to the society.
Tower
is the single largest vertically integrated group in the aluminium field in Nigeria,
with five major businesses: Rolling, Roofing, Kitchenware, Extrusion and
Flexible Packaging.
The
Tower Group commenced with Aluminium Kitchenware in 1959 with its flagship company
Tower Aluminium (Nig.) Plc and over the years expanded its operations,
investments and commitments in Nigeria
. The Group's product range encompasses Patterned & Stucco Coils, Color
Coated Coils, Roofing Sheets, Cookware, Extruded Profiles & Flexible
Packaging.
The five divisions of Tower Aluminium are:
·
Aluminium Rolling Mills, Otta - (Plain coils, circles)
·
Tower Extrusions, Lagos
- (Extrusion powder coated profiles)
·
Tower Holloware, Lagos
- (Kitchen wares, pots, pans)
·
Tower Houseware, Lagos
- (Pots and pans)
·
Tower Building Products, Lagos
- (Roofing Sheets)
1.10 DEFINITION OF TERMS
MOTIVATION: A process that arouses,
sustains and regulates human behaviour to doing a thing.
JOB PERFORMANCE: It is the acting or working in accordance to the
objectives of an organization
RESPONSIBILITY: It is an obligation to performs task and to
account for the outcome of the job or task (Macon, Albert, Khedour (1988).
ORGANIZATION: It is an entity that is
established for the purpose of meeting expectations, either in terms of
production or services, within the context of the use of available resources
BEHAVIOUR: Doing a thing of a particular
kind in an attempt to satisfy desire or urge.
WORK: Use of bodily or mental powers
with the purpose of doing or making something.
STRATEGY: A plan that is used to achieve
something
STUDY: Giving time and attention to learning or discovering something. Also, a piece of work that someone
does to find out more about something.
PROBLEM: Situation that cause
difficulties
MEGA: Something that is very big and
impressive
FRINGE BENEFITS: They are non- salary, rewards given to an employee e.g. vacation, welfare,
promotion etc.
MOTIVATOR: Things, which includes an
individual to perform excellently
PRODUCTIVITY: The contribution of factors
of production to output, that is parameter which describes the economic
efficiency with a firm process its inputs in terms of labour, machine and
materials.
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