ABSTRACT
The need
for staff motivation has been questioned by many scholars, the goal of
achieving a realistic utilization of human resource has remained unattainable
in some organizations.
However, it
has been proposed that the reward that a person receives from his performance
directly affects his job
satisfaction. Jobs are highly
specialized and standardized when they are designed according to the principles
of scientific management. This research
is concerned with an Assessment of Staff Motivation as Panacea for improved
organizational productivity in LASACO ASSURANCE PLC, Lagos.
The data for this study were collected through personal interview,
discussion and use of questionnaire from the employees of LASACO ASSURANCE PLC
in its head office, Lagos. Chi-square statistical method was used to
test the hypotheses formulated.
The
findings revealed that improved staff welfare, provision of adequate materials,
training and development will help to improve productivity of employees.
Also, division
of labour, good management working relation and fair dealing will also assist
in attaining efficient productivity.
Hence, in other
to attain a lofty staff motivation as panacea to improve organization
productivity it was recommended that the remunerations of workers should be
upgraded to make the work attractive and competitive with other organizations
that operate in the same sector as LASACO.
Also, the management and all other stake-holders involved in the
motivation Schemes of LASACO ASSURANCE PLC workers should keep abreast with the
latest research findings so as to apply them to motivate their workers in
compliance with international best practice.
TABLE OF CONTENTS
CHAPTER ONE: INTRODUCTION
1.0 Introduction
1.1 Background of
the research work
1.2 Statement of
the problem
1.3 Objective of
the study
1.4 Significance
of the study
1.5 Research
question'
1.6 Research
hypothesis
1.7 Methodology
1.8 Scope and limitation of the work
1.9 Outline of
the chapter
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 The
significance of understanding human needs
2.5 Job
satisfaction
2.6 Pre-requisites
to link performance and reward
2.9 Effect
of motivation on the productivity of the organization as well as that of the employee
CHAPTER THREE: RESEARCH METHODOLOGY
3.0 Introduction
3.1 Nature of
research method
3.2 Research
design
3.3 Data sources (Primary and secondary source)
3.4 Population sample/sample design
3.5 Sampling procedure
3.6 Validity and reliability of the instruments
3.7 Method of data presentation and analysis
CHAPTER FOUR: DATA ANALYSIS AND INTERPRETATION
4.0 Introduction
4.1 Presentation
of data
4.2 Data analysis and results
4.3 Analysis of individual questionnaire
4.4 Testing of hypothesis and discussion of
results
CHAPTER
FIVE: SUMMARY AND CONCLUSION
5.0 Summary
of work
5.1 Findings
5.2 Recommendation
5.3 Conclusion
Bibliography
Questionnaire
CHAPTER ONE
1.0 INTRODUCTION
In any organization there are four major factors of
production which include man (human resource), machine, raw material and money.
Human resources play the vital role of coordinating all other factors of
production in order to bring about an increase in output.
Human resource is the process of grouping people into various activities
in an organization and systematically coordinating the task of harnessing
machines, material and money resources needed to bring about desired output. It is different from organization which is a
social entity where individuals interact to achieve a specific goal and
relation that, or intends to be rationally co-ordinated, directed and controlled , on a continuous basis through
time.
The question therefore is how this difference can be reconciled to bring
about an increase in productivity and actualize organizational goals and
objectives.
However, the major dilemma of every organization is the successful
working of these factors rationally alongside with human happiness. And individual who has ability, skill and
knowledge would not do much without what is, called "MOTIVATION". Motivation can be described as the direction
and persistence of action. It is
concerned with why people choose a particular course of action in preference to
others and why they continue
with a chosen action, often over a long period and in the face of difficulties
and problems.
Oyedijo (2008) the term
motivation is derived from the latin word "Movere" meaning "to
move". In the present context motivation represent "those
psychological processes that cause the arousal, direction and persistence of
voluntary action that are goal directed".
Bankole (2000) notes that
motivated workforce is a crucial component of an organization's success. He
also defined motivation as "those inner drives that activate or move an -
individual to action". In essence, it is
what spurs an individual- - towards a desired behaviour.
It is
apparent and a fact that every human being has a need or. needs. These needs
vary in intensity and preference. The need form the basis for their behaviour
at work, at home and at every activity they pursue, that is everything they do
is geared toward satisfying one need or the other. One of the primary responsibilities of
management at all level is to assess their. employees performance.
Employee performance evaluation
influence their promotion, demotion, transfer and dismissal which are all
motivational panacea, the directly or indirectly objective of sound human
relation management is to ensure simultaneous satisfaction of human need and at
the same time, meeting organizational goals.
With these aforementioned, there is need for the management ` at all
levels to have good and cordial human relationship in order to understand
employees needs and find solution of meeting these needs.
However, it is obvious that
when the hopes and expectation are not met, it will definitely lead to lack of
satisfaction of employees on the job or work environment, which will in turn
lead to negative behaviour such as high labour turnover, absenteeism and
aggregate low productivity in an organization.
Productivity determines how well an operational system function, all
organization in respect of the objective must be productive to service.
Considering the topic of
this research work which is "Assessment of Staff Motivation as a
Panacea for Improved Organizational Productivity, LASACO as a case study",
this research work aimed at assessing the dynamics of motivation variable and
resultant effects on the productivity of an average staff of LASACO Assurance
Plc.
1.1 BACKGROUND OF THE RESEARCH WORK
LASACO Assurance Plc was
incorporated on 20th
December 1979 under the company's decree of 1968 ad obtained
license as an insurer on 7th
July 1980 and also the company commenced operations on the 1st August 1980.
LASACO became a public limited liability company in 1991, as a composite
insurance group, the company transacts all classes of insurance business in
Nigeria and is also a leading member of the Nigeria oil and energy insurance
pool.
In the year 2007, LASACO embarked on the acquisition of Elmac Insurance
Company Limited while at the same time, the, company revived and expanded its
real estate subsidiary. The areas of specialization of LASACO include the general insurance, life insurance and
properties and investments.
At LASACO, they have built
their executive and management teams to reflect well-rounded blend of
professional skills, experience and qualification, while emphasizing gender and
expertise diversity.
In the discharge of their
operations (that is, general insurance, life, property and investment assurance operations), the following departments ensure smooth running of the operations.
i. The technical department
ii. The administrative
department
iii. The personnel
iv. The
accounting/ financial control
v. The human resources
department to mention but a few.
People strategy is anchored on attracting,
talents to the insurance industry and related services. They encourage their staff at every level to be
creative, innovative and to excel and support them with the relevant tools and
exposure by giving them assignment with increasing responsibilities and challenges early in their careers with
the company.
However, it is the policy of
the company that there should be no discrimination in considering applications
for employment including those from disable person. All person whether or not
disabled are given equal opportunities to develop. As at 31 December 2007, the company has one
person known to be disabled. As a part of motivating policy, the company gives
priority to the health and safety of its employee by ensuring that health and
safety procedures are substantially complied with and maintained in its daily
operations.
Another major strategy of the
management which has contributed tremendously to the success of the company is
the scope of responsibility and authority given to their managers in the
exercise of their duties. In addition, they organize compact training retraining
programmes for their staff with a view to increasing efficiency, productivity
and rendering of qualitative and excellent services.
1.2 STATEMENT OF THE PROBLEM
In Nigeria, development has witnessed
an increased motivational strategy but the social needs have continued to rise
in various organization. In reality, individuals needs differs, the question
is, how does an organization provide all these needs according to their intensity
and preference?
Limited organizational
resources, closely linked to the above is that the resource of the organization
are limited. In addition, the resources are being demanded by other segments of
the society, investors, suppliers and government.
Managers do take certain
decision based on assumption about human nature and on the assumption they base
their motivational promises which might be wrong or right.
Inadequate attention by the
government and lack of awareness by the management on the need for improved
motivational strategies to enhance productivity of an average employee is an
organization. Actually, workers social needs are determined by felt need and the availability of the resources to meet
the needs. Financial grants in aid or in any other form whether local or
foreign can surely make difference in contributing to economic growth but all
these cannot deliver the much needed goods without a well activated aid
motivated human resources, the nature of man is very complex. It is not easy to
talk of human being without their complex natural characteristics and
qualities. Therefore, without
motivation organization will not last long.
1.3 OBJECTIVE OF THE STUDY
The overall objective of this research work is to identify the impact of
motivation on the productivity of employees of LASACO Assurance Plc. Other objective of this research work
are also to;
i. Measure
the effect of motivation on the development of workers
ii. Stress the importance of motivational
strategies as a means to enhance productivity of an average employee in an organization
iii. Determine
the contribution of well motivated employee to the productivity of LASACO
Assurance Plc
iv. Measure
the degree at which the staff of LASACO Assurance Plc are said to be motivated.
1.4 SIGNIFICANCE OF THE STUDY
The significance of the study is to measure the effect of motivation on
the productivity of LASACO Assurance Plc.
However, this study will
assists to determine the level at which workers are motivated for higher productivity in the organization, that is LASACO Assurance
Plc. The research work will also serve as a basis for further work.
1.5 RESEARCH QUESTIONS
Research question are those questions that are necessary in line with the
hypothesis to be tested.
i. To what extent does conducive working environment has any impact on
employee performance?
ii. How does job challenges affect employees' performance?
iii. What is the effect of inadequate remuneration on employee performance?
iv. How
does training and development of
workers contributes to organizational
productivity?
v. To what extent do salaries/wages serve as motivating factors on
workers performance?
1.6 RESEARCH
HYPOTHESES
Ho: Conducive working environment has negative impact on employees
performance
HA: Conducive working environment has positive
impact on employees performance.
Ho: Training and development of workers does
not contribute to organizational productivity.
HA: Training and development of workers
contribute to organizational productivity.
1.7 METHODOLOGY
In an
attempt to conduct the assessment of staff motivation as panacea for improved
organizational productivity in LASACO Assurance Plc, a survey would be
conducted into LASACO Assurance Plc, by gathering data, through primary and
secondary sources of data collection.
The primary sources of data collection include the use of questionnaire
and interview of different levels of staff.
Data would be obtained through
direct administration of questionnaire and through personal interview of the
staff. Also data will be collected and presented in tabular form. The validity
of their responses will be tested by chi-square. The questionnaire basically shared
among both junior and senior staffs of LASACO.
The
secondary method/source of data collection on the other hand includes
textbooks, newspaper, magazine, journals andother
scholarly articles on the assessment of staff motivation a panacea for improved
organizational productivity.
1.8 SCOPE AND
LIMITATION OF THE WORK
The scope of the study is aimed at
covering all branches of the LASACO Assurance Plc. However, inhibiting factors
such as time, finance, distance and non-availability of data abound.
The scope covers areas of operations of LASACO such as General insurance,
Life insurance, property and investment insurance in Lagos
However, the research will be
limited to motivation as it affects the management and staff of LASACO. As a result Human Resource Department located in
the Head office at Ikeja, Lagos
will assist in providing basic information that will be useful to this
research.
1.9 OUTLINE OF THE
CHAPTER
Chapter one: This
chapter will include introduction of the study, the background, statement of
the problem, objective of the study, significant of the study, limitation of
the study, methodology, research question, research hypothesis and definition
of relevant terms using LASACO Assurance Plc as
case study.
Chapter Two: This chapter deals with the
review of different writers and authors work on motivation. It will also entails the meaning of motivational
technique for employee satisfaction, significance of understanding human needs,
motivational strategies such as job enlargement, job rotation and ,you
enrichment as well as path needed motivation concept.
Chapter three: This
chapter deals with research design and sampling plan. Source of data
collection, type, of questionnaire method to be adopted, coding procedures,
analytical procedure, the sample intend to use in the research work will be
LASACO Assurance Plc. Therefore, to company, the survey probability sampling
method that this randomization principle we use property representation.
The source of data collection
will be both primary and secondary source. The questionnaire will be
distributed to the respondent, the questionnaire will comprises of close ended.
Question and open-ended construction which will be five likert scale. The
interview method will be carried out for the interview of obtaining certain
information.
Chapter four: This chapter deals with the administration of
data collection instrument, presentation of coding to the research
questionnaire, the data analysis. The focus of this chapter is on Assessment of
staff motivation as panacea for improved organizational productivity. This is
to assess the relevance and application of motivational theories as well as it
is proper mix to inspire workers to high performance and commitment in the
organization under consideration.
Chapter five: the final chapter present summary of the entire
thesis. Also findings and conclusion of the study are discussed based on the
findings and recommendation are made with hope that ifadopted, it may improve
productivity and commitment in a work setting such as the LASACO Assurance.
Plc.
1.10 DEFINITION OF TERMS
Employee: One who
works for an employer i.e a person who works for a person or company in return
for wages.
Employer: An
employer is any one or company that employs people.
Job: A paid position of regular
employment, get a part time job as a gardner, a particular piece of work, a
task, as., responsibility duty or function, a thing that is completed.
Management: The control and making a decision in a business or similar
organization. .
Motivation: Most
people said pay was their main motivation for working. To motivate i.e to cause
to act in a particular way to be reason for an action.
Productivity: The rate
or efficiency of work done in industrial production measured by comparing the
amount produced with the time taken or the resources used to product it.
Organization: It is social entity where individuals interact in order to achieve
specific goals by means of differentiated function and relationship that are
intended to be rationally coordinated on a continuous basis.
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