ABSTRACT
This research
work on the impact of motivation and performance in an organisation seeks to
explain why workers strive to attain particular objectives or goals. Within the
context of management the focus of interest lends to be on how to ensure that
all workers perform at their optimum level. Many employees see money (or higher
pay) as the only motivating factor. They therefore stress emphasis on economic
incentives in order to improve overall productivity and efficiency. The
argument therefore is that social factors like the need for esteem and
affiliation are something which people seek after and value, in order to
achieve recognition and responses from others, individuals will expend a great
deal of effort
The aspect of
workers performance and motivating factors was considered in this study. The
study dealt further on the problems and effect of motivation and performance.
Discussion and findings on the impact of motivation and performance was looked
into. It likewise encompasses the summary, conclusion as well as
recommendations.
The study thus
helped to answer the question why workers behave the way they do? Further
still, the study on motivation and performance enables us to know the kind of
need one can provided for workers to get the best out of them, and hence the
means one can use to influence their behavior and achieve organizational
objectives.
The research
approach adopted focused mainly on primary data sources and secondary in
collection of data. The study is useful in the sense that, a lot of benefits
can be derived from this study. Among the beneficiaries are the government,
business organization, academic and other research scholars. The researcher
used the chi-square (X2) as the major tool for analyzing the
hypotheses sited. Deals further with findings, summary, conclusion and
recommendations.
Based on the
findings and testing of hypotheses, it was evident that motivation does
influence the behavior of workers in achieving organizational objectives.
Motivation to work increases workers productivity levels with regards to
increment in wages and incentives. Workers performance has significant impact
on the motivation to work on a given job or task
TABLE OF CONTENT
Chapter One: INTRODUCTION Pg
1.1
Background of the study 1
1.2
Statement of the problem 3
1.3
Research questions 4
1.4
Objective of the study 5
1.5
Research
hypothesis 6
1.6
Significance of the study 7
1.7
Limitation of the study 9
1.8
Definition of operational terms 10
Chapter Two: LITERATURE REVIEW
& CONCEPTUAL FRADIEWORK
2.1
Review of Current Literature 12
2.2
Forms and types of motivation 17
2.3
Theorists of motivation 24
2.4
Motivational factors and techniques on job task 39
2.5
The effect of motivation and performance 48
2.6
Organizational behavior and performance appraisal
55
2.7
Problems and effect of motivation and performance 59
Chapter Three: RESEARCH METHODOLOGY
3.1
Scope of the study 63
3.2
Selection and collection of data 64
3.3
Design and administration of questionnaire 66
3.4
Sample size determination 67
3.5
Sampling technique 68
3.6
Operational measure of variables 68
3.7
Data analysis technique 69
Chapter Four: PRESENTATION AND ANALYSIS OF DATA
4.1
Presentation of data 71
4.2
Analysis of data 72
4.3
Hypothesis testing 77
4.4
Discussion of findings 86
Chapter Five: SUMMARY,
CONCLUSION AND RECOMMENDATION
5.1
Summary drawn from findings 89
5.2
Conclusion from findings 90
5.3
Recommendation 91
References
Appendix
CHAPTER
ONE
INTRODUCTION
1.1 BACKGROUND
TO THE STUDY
Since management’s ability to analyzing and
improving the motivation of its workers is of more concern to effectiveness and
efficiency of the organization, motivation on workers performance refers to the
entire class of drives, desires, needs, wishes and similar forces which causes,
channels and sustains someone’s behaviour. Within the context of management the
focus of interest on motivation tends to be on how to ensure that all workers
perform at their optimum level. Managers who find the key to their workers
inner motivations can tap an immense source of productive energy.
Maslow (1954) identified that man is motivated by
five basic needs (physiological, safety, love and belongings, esteem and self
actualization) and will work accordingly. He ranked them as hierarchy,
recognizing that as man developed his needs changed as the individual moves up
the hierarchy. The major implication for management is that the needs of
workers should be identified and gratified, in order to motivate the employee
to work efficiently and effectively. Eltom Mayo recognized that above a certain
level, monetary rewards ceased to have an effect and the operatives started to
look for the satisfaction of other needs. Unfortunately, Maslow’s ideas have no
clear practical application, because it had not been proved that by providing
motivators to stimulate an individual’s need will result in more satisfactory
work from other workers.
Herzberg (1959) suggested that there are elements
in a person’s work and working environment which causes job dissatisfaction
(hygiene factors) and different elements which create job satisfaction
(motivational factors). The implications of these ideas are that managers must
deal with two completely separate issues when trying to obtain good work
performances from their subordinates. Firstly, they should prevent
dissatisfaction by attention to hygiene factors and secondly, they should
encourage greater achievement by paying attention to motivator factors.
There are many other theories explaining what
motivates people at work. According to Penny Hacket, motivation at work comes
from two sources, namely, intrinsic and extrinsic satisfaction. As the name
imply, intrinsic satisfaction is the derivation of satisfaction of the needs
from the work itself, while extrinsic satisfaction is the deriving of
satisfaction through rewards received for doing the work.
The ways in which motivation and performance might
be achieved are likely to vary, however, according to different circumstances
and situations. An individual’s motivation to work will thus vary over time and
will be influenced by different factors at different times.
1.2 STATEMENT
OF THE PROBLEM
Research has shown that management has due to its
endemic antipathy towards new technology failed to motivate workers coupled
with their performance throughout their employment. Rather they organize and
manage other factors of production in order to achieve effective productivity
at the expense of the workers. Therefore, this study is intended to evaluate
and articulate the impact of motivation and performance in an organization set
up using Total Nigeria Plc as a case study.
The statement of the problem are being hindered by
certain factors, for the purpose of this study, such factors include:
(a)
To focus on
what motivates workers and increase their productivity as it relates to wages
and incentives.
(b)
To learn
about how to motivate staff towards enhancing their job performance.
(c)
To take total
responsibility for their own performance and to teach this modus operandi to
others.
(d)
To understand
and model self motivation as it affects workers in achieving organizational
objectives.
(e)
To help workers
to improve job satisfaction and adjust to innovations and changes on the job.
(f)
The need for
motivation in order to arouse a person’s passion or commitment on the job.
1.3 RESEARCH
QUESTIONS
For the purpose of this study, the following
research questions have been put forward:
i.
Does
motivation of workers lead to increase in organizational productivity?
ii.
Does
motivation provide incentive for a worker to satisfy his/her desire?
iii.
Does the
company rewards each employee according to ability and merit?
iv.
Does motivating
employee influence them to work for a cause desired by the leaders?
v.
Does
performance appraisal monitor workers performance and ensure effectiveness of
job?
vi.
Does the
company involve staff in decision making process when possible?
vii.
Does
motivation aid the administration of human elements of an organization?
viii.
Does
motivation also uses penalties or punishments to induce a desired behaviour?
ix.
Does
introducing a performance based system has significant impact on the motivation
to work?
x.
Is motivation
a driving force which stimulates an individual to action?
1.4 OBJECTIVE
OF THE STUDY
The purpose of the study includes:
i.
To determine
motivational factors and ways of motivating workers
ii.
To ascertain the degree of workers performance
and their approaches to work which would enhance motivation
iii.
To discuss
the various content and process of theories of motivation
iv.
To analyze
the application of these theories by management in an organization.
v.
To ascertain
whether enhanced motivation to work is observed among white-collar workers when
their ways of working change in response to such a change in wage system and
other incentive.
vi.
To determine
if job sharing and roles are responsible for job increased opportunities for
developing abilities.
vii.
To evaluate
and articulate the elect of motivation and performance in an organizational set
up.
viii.
To ascertain
whether there is a gap between wages system by company and what the worker
perceives to be the change.
ix.
To identify
problems and effects of motivation and performance.
x.
To suggest
measure and recommendations to the identified problems
1.5 RESEARCH
HYPOTHESES
To serve as bedrock for this study the following
hypotheses will be stated in their null forms. According to Osula (2001), a
hypothesis is a conjectured statement of the relationship between two or more
variables. This study has come up with three hypotheses thus:
1. H0: Motivation does not influence the behaviour of workers in achieving organizational objectives.
H1: Motivation does influence the behaviour of
workers in achieving organizational objective.
2. H0: Motivation to work does not increase workers’ productivity levels with regards to Increment in wages
and incentives.
H1. Motivation to wok increase workers’
productivity levels with regards to increment in wages and incentives.
3. H0. Workers’ performance has no significant impact on the motivation to work on given job or task.
H1. Workers’ performance has significant impact
on the motivation to work on a given job or task.
1.6 SIGNIFICANCE
OF THE STUDY
Motivation is the general term applying to the
entire class of drives, desires, needs, wishes and other innate forces that
determine what people do. Workers however play a very vital role in the effective
running and management of an organization as well as its development, likewise
that of the economy. Thus a lot of benefits can be derived from this study.
Among the beneficiaries are the Government, the economy in general, business
organization, research scholars and other interest groups. In the light of the
above beneficiaries, this study will bring to light the significant effect of
motivation and performance in reaching personal and organizational goals and
how management can develop or enhance their motivational skills towards
workers’ performance.
To the
Government: Since this
study is on the impact of motivation and performance, the study will draw the
attention of the government on the essence of motivating workers to achieve its
goals and objectives and encourage them to contribute their utmost best in
achieving government’s policies towards employment.
To the
Business Organization: This
research work is intended to provide a greater insight on motivation of
workers’ performance. This research study will be of great benefits to
managers, whom would be concerned about the firm’s efficiency, effectiveness
and workers’ productivity.
To the
Interest Group: The interest
group includes shareholders and other investors. It will be of benefit to the interest
group for it will enable them to know the adequacy of staff turnover,
efficiency of the business and productivity enhancement, for if the business is
not productive the interest group cannot be paid. They would also be aware of
the profit earned, the existence of secured debts and the future dividends they
will receive.
To the
Academicians: This study
will enable the academics to be conversant with the degree, approaches and
application of motivation and performance in an organization. The academic
would be able to ascertain how motivation impacts on the worker’s performance
in an organizational setup and what is expected of them by way of contribution
to enhancing the organizational goals and the objectives.
To the
Researcher: At the end of
the study, the researcher must have gained a lot on the impact of the
motivation and performance and would be in a position to ascertain possible
ways of encouraging workers to put their best towards the achievement of its
set goals and objectives as well as improvement in productivity.
1.7 LIMITATION
OF THE STUDY
The primary task for managers is to get people to
contribute activities that help to achieve the mission and goals of an
organization or any department or other organized unit within it. Clearly, to
guide workers activities in desired directions requires knowing to the best of
any managers’ ability what leads workers to do things, what motivates them. The
need for recognizing motivating factors will enable the management of any
organization build into the entire system factors that will induce people to
contribute effectively and efficiently as possible.
A major limitation of the research method is the
reluctance in the attitude of staff to participate in the exercise. These
attitudes have a significant effect on the filling of the questionnaire;
however, the general economic down turn coupled with the treat in the
industrial sector witnessed recently in the country has drastically affected
the funds available for this exercise. Consequently, upon these problems, the
study had to be confined to the headquarters of the company in Lagos. Thus this
may have no effect on the generalization of the findings of this study. Sequel
to that, this research work was aimed at in-depth evaluation of impact of
motivation and performance. But subject to inherent constraints associated with
carrying out such a research work in Nigeria, there is an imperative need to
place the research work on a space bond of one selected case study, of which
Total Nigeria Plc was chosen.
Yet time and finance to have covered other relevant
areas of the study remains an obstacle. Also, dearth of statistical
information, lack of research work carried out under the same topic, will have
some negative effect on the findings of the research. This is an imperative
study and it suffers from the usual limitations as the responses on which it is
based are influenced by the level of knowledge, understanding, competence and
interest shown by the staff of the organization.
In spite of the above limitation, the researcher is
still confident that the study retains its validity and reliability it deserved
within the company studied or even elsewhere under similar condition with
little or no modification.
1.8 DEFINTIONS
OF OPERATIONAL TERMS
Company:
An association of persons, whether incorporated or
not, for the purpose of carrying on some business.
Employee
benefits: Advantages beside salary
or wage that an employee may have through his employment, employee benefit is
sometimes called fringe benefits.
Hierarchy:
A specified rank or order of persons or things,
thus a series of persons or things classified by rank or order.
Incentive
Wage: method of wage payment by
which workers receive extra pay production.
Job
Evaluation: This is a
generic term covering methods of determining the relative worth of jobs. Thus,
job is described as being all the tasks carried out by a worker or a group of
workers, in the completion of their prescribed duties.
Management
by Objective: A process
whereby superior and subordinate managers of an organization identify its
common goals, define each individual’s major areas of responsibility in terms
of the results expected of him and use these measures as a guide for operating
the unit and assessing, the contribution of each of its members (Odiorne,
1973).
Motivation:
This is a driving force within an individual,
produced by a state of tension that exists, a result of an unfulfilled need.
Motive: An inner state that energize activities or move
(hence motivation) and that directs or channels behaviour towards goal
(Berelson and Steiner, 1964).
Performance
Management: This is a
systematic approach to the management of people, using performance goals,
measurement, feedback and recognition as a means of motivating them to realize
their maximum potential. (Alo, 1999).
Productivity:
The measure of how resources are brought together
in organizations and utilized for accomplishing a set of results. Productivity
is reaching the highest level of performance with the least expenditure of resources
(Mali, 1978).
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