ABSTRACT
People which are seen as a resources in
productivity in an organization has vital and important role to play as the
manpower (Human Resource) of all resources available to an organization people
remain the most important, most valuable, most complicated, yet least to
understood and most difficult to predict.
In the course of this study, various
motivational factors/tools for the development of manpower will be considered
and Nigeria
Bottling Company (NBC) is the case study.
Chapter one is all about introduction,
statement of the problem, aim and objective of the study, significance of the
study, research hypothesis, scope and limitation of the study, definition of
terms.
Chapter two consist of literature review, here
various author books about motivation and their school of thought are being
reviewed.
The next chapter which is chapter three is an
embodiment of case study of NBC Plc and Methodology.
Chapter four constitute presentation, analysis
and interpretation of data.
The last chapter which is chapter five
comprises of summary, conclusion and recommendation.
TABLE OF CONTENT
CHAPTER ONE
1.1
Introduction
1.2
Statement of the
problem
1.3
Aim and Objective
1.3.1 Objective of
the study
1.4 Significance
of the study
1.5 Research
Hypothesis
1.6 Scope and
limitation of the study
1.7 Definition of
terms
CHAPTER TWO
2.1
Introduction
2.2
Conceptual framework
2.3
Motivation
2.4
Theories of motivation
2.5
Abraham Maslow
Hierarchy of needs
2.6
Mc Gregor’s Assumption
2.7
Fredrick Herzbeng
2.8
Expectancy theory
2.9
Poster’s and lawler’s
satisfactory theory
2.10 Adams Jacues Equity theory
2.11 Chris angyris immaturity and maturity theory.
CHAPTER THREE
3
Methodology
3.1
Primary Data
3.2
Secondary Data
3.3
Method of data
collection
3.4
Research instrument
3.5
Area of study
3.6
Conduct of field work
3.7
Case Study of Nigerian
Bottling Company (NBC)
3.8
Introduction
3.9
Statutory law
3.10 Development and location of (NBC)
3.11 Feature and activities of NBs
3.12 Impacts
3.13 The welfare services in NBC
CHAPTER FOUR
Presentation, Analysis and Interpretation of Data
4.1
Statement of
Hypothesis
4.2
Data Analysis and
interpretation
4.3
Question for testing
Hypothesis
CHAPTER FIVE
5.0
Summary/Conclusion/Recommendation
5.1 Summary
5.2 Conclusions
5.3 Recommendations
CHAPTER ONE
1.1
INTRODUCTION
From the traditional management system of the
Mid 1970/1980’s people are based on “work for remuneration”, to a more vibrant
and dynamic function for “pay for performance, empowerment and monitoring”,
which is the thrust of today human resources.
It was not until recently that managers in
organizations began to realize the importance of human element
People which are seen as a resources in productivity in an
organization has vital and important role to play as the manpower (Human
Resource) of all resources available to an organization people remain the most
important, most valuable, most complicated, yet leat to understood and most
difficult to predict,
In the course of this study, various
motivational factors/tools for the development of manpower will be considered
and Nigeria
bottling company (NBC) is the case study.
Chapter one is all about introduction,
statement of the problem, aim and objective of the study, significance of the
study, research hypothesis, scope and limitation of the study, definition of
terms.
Chapter two consist of literature review, here
various books about motivation and their school of thought are being reviewed.
The next chapter which is chapter three is an
embodiment of case study of NBC Plc and methodology. Chapter four constitute
presentation, analysis and interpretation of data.
The last chapter which is chapter five
comprises of summary, conclusion and recommendation.
Also, scientifically and technological
advancement and inflation in most developed countries like America Japan and
others, have taken great strides in replacing human with advanced innovation
like the computer, yet the educational advancement of men cannot be over ridden
as those highly sophisticated machine will have to be manned by men themselves.
For this reason, the essence of optimal employment of human resources is undoubtedly
obvious to management wort over.
Man is a very important factor of production.
Technology is something designed by man, therefore, human being a needed in allfacetsto manage both
personnel and material effectively and efficiently in order for the
organization to achieve a greater productivities and thereby achieve its goal.
1.2 STATEMENT OF THE PROBLEM
It
has been observed that motivation is an essential tool of production. Like
every other tool of production, it has to be properly applied for effective and
efficient utilization it is seen at the effectual development of the tool,
develop the skill and the level of manpower thereafter affect such an
organization.
1.3 AIMS AND OBJECTIVES
The
aim of this study is to find out those means through which motivation has
contributed to the improvement in the activities of those organizations with
improved manpower development program for its staff.
1.3.1 OBJECTIVE OF THE STUDY
The
objectives of this research study include the following:
a) To highlight the
benefits and disaduages (if any ) accruable to motivating.
b) To evaluate
the reasons for enhancing productivity through motivation.
c) It is the
objective of this study also to evaluate the method by which motivation could
be manage to developed human resources
d) This study
will equally examined and create awareness as to whose shoulder should be the
responsibility of motivation.
1.4 SIGNIFICANCE OF THE STUDY
It is to the utmost belief that having gone through this
project, governments organizations research centres and industries would have
realized the need to involve themselves in the art of motivation of their
employees, which will definitely be of benefit to them as regard their
organization goals in order to improved productivity, also after going through
this research work, it will become very important for these bodies to realize
if these should be any need for motivation or any negative effect of developing
manpower to individuals and students that read this project especially those
that are into management programme and
study. They will stand a better chance of improving on their career
(management) on realizing the fact that is not only good management policies,
or it may be of better pay that actually lead to improved productivity or
organization goals.
1.5 RESEARCH HYPOTHESIS
Hypothesis
as far as this study is concerned is viewed from two distinct perspectives,
namely if motivation and manpower development has any significant effect on job
productivity, and it’s advantages and disadvantages, which out numbered the
other.
1.5.1 NULL HYPOTHESIS (HOI)
That
motivation and manpower development has no significant effect on job
productivity.
1.5.2 ALTERNATIVE HYPOTHESIS (HAI)
That motivation and development have significant effects
on job productivity of those organizations accorded to be necessary.
1.5.3 NULL HYPOTHES IS (HO2)
That the positive effect of motivation as a tool of
enhancing productivity is not more than it’s negative effect on job
productivity.
1.5.4 ALTERNATIVE HYPOTHSIS (HA2)
The
positive effects of manpower motivation has more that its negative effects on
job productivity.
1.6 SCOPE AND LIMITATIONS OF THE STUDY
Motivation is
a very fast field that has attracted eminent scholars who have written
brilliant postulations on the various aspects. Thus, the researchers will
remain committed to the objectives of this topic since the study will be
limited to that of Nigeria Botting company (PLC) APapa. All motivational
methods will be evalued so as to ascertain its efficiencies. All relevant
departments that augment motivation in these institutions will also be
evaluated our scope will be restricted because of time constraints and finance.
Other limitation included untimely availability of relevant information Fran
the selected company. The skepticism of releasing office information was also
an obtuse. However, that was eventually resolve after sometime.
1.7 DEFINITION OF TERMS
Motivation:
since motivation is the urge, drive, desire, aspiration, striving or need which
inspire or project individuals to take certain actions organizations which
intend to achieve the objective for which it was set up, there has to exist a
conducive environment in which appropriate incentive are provided for the
workers.
EMPOWERMENT: Act of delegating power, authority and encouraging
autonomy
HIERARCHY OF NEEDS: The ways of achieving the various human needs which
remain insatiable are defined and categorized accordingly and preferential
order.
PHYSIOLOGICAL: Procurement of survival need
SAFETY AND SECURITY: Annual safety and feeling of being safe Belongings and
love: the need for one to be loved and recognized
ESTEEM AND STATUS: The needs for respect and acknowledgement.
SELF ACTUALIZATION: A peak need where one becomes extremely satisfied and
overwhelmed. This is seldom achieved.
TRAINING AND
DEVELOPMENT: These are through performance
appraisal. Job requirement, organizational analysis, human resource survey.
PROMOTINO: upgrading of employee from one smaller position to a
higher position.
JOB ENRICHMENT/KENLARGEMENT: Greeting more and better methodologies of carrying out
function even when additional responsibilities are added.
PERFORMANCE APPRAISAL:
Evaluation of employee performance from
time to time and rewarding excellence when discovered.
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