ABSTRACT
This study examined the dynamics of motivation in an
organization using Nigeria Ports Authority as a case study.
Based on the objectives of the study, structured
questionnaire consisting of nineteen (19) close-ended questions and one
open-ended question were developed and administered on one hundred employees of
the aforementioned case study, with which a total of seventy-four (74) were
completely filled and returned.
Hence, .the methodology employed was both primary and
secondary methods (i.e. questionnaire method and library method). However, from
the analysis of the data generated and with the aid of chi-square 'method, the
following findings were concluded:
There is. a significant relationship between motivation
and employees performance.
Therefore, the study suggested that this research work,
should be more current more challenging and useful. Hence more research works
should be conducted in order to cover a wider scope;
TABLE OF
CONTENTS
Title page
Certification
Dedication
Acknowledgement
Abstract
CHAPTER ONE
1.0 Introduction
1.1 Statement of
the problem
1.2 Objective of
the study
1.3 Research
Methodology
1.4 Research
Question
1.5 State of
Hypothesis
1.6 Scope of
Limitation of the study
1.7 Relevance of
study
1.8 Organization
of study
References
CHAPTER TWO: REVIEW OF LITERATURE
2.0 Definition
of Motivation
2.1 Managing
Rewards and Motivational
System in an Organisation
2.2 Types
of motivation
2.3 Reward
Motivation and productivity
2.4 Performance
related pay and Motivation
CHAPTER: THEORETICAL
FRAMEWORK AND
ANALYTICAL PROCEDURE
3.0 Theories of Motivation
3.1 Need theories of motivation
3.2 Process
theories of motivation
3.3 Reinforcement theories of Motivation
3.4 Leadership Motivation theories
3.5 Research
Methodology
3.6 Research Design
3.7 The study population
3.8 Sample size and Sampling Technique
3.9 Research Instrument
3.10 Method
Analysis
3.11 Significant
Test under chi-square
CHAPTER FOUR: PRESENTATION AND INTERPRETATION
4.0 Data Presentation and Analysis
4.1 Distribution by Demographic Data
4.2 Motivation
Inducement System
4.3 Testing
of Hypothesis
References
CHAPTER FIVE:
SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 Summary
5.2 Conclusion
5.3 Recommendation
Bibliography
Questionnaire
Appendix
CHAPTER ONE
1.0 INTRODUCTION
Productivity and total quality
experts tell us that we need smarter; not harder. While it is true that a sound education appropriate skins training are necessary
if one is to work smart, the process does not end there.
Today's workers need instructive and
supportive feedback, as well as "desired motivation" if they are to
translate their effort is to be adequate rewarded.
Motivational systems have limited meaning
that· excludes many kinds of inducements offered to people at work. They do not
include; wages and salary, 'payment and merit .pay, overtime payment, pay for holiday work or differential. According to (Obisi 1996).
Motivation is a thing that is given or receive for doing something good or working harder, in this case,
we have to look at both monetary and non-monetary read. Also, motivations are
given to employees as an inducement towards their performance on the job it is an additional payment that would put a smile on the
face of the recipient.
It also serves as bonuses given in
exchange for a job properly done. This is inducement, which is aimed at
motivating the workers and encouraging them to work harder and smarter,
Motivation whether monetary or
non-monetary are motivators. However, monetary rewards are external while that non-monetary are internal. Idowu (2000) however, affirmed that motivational system in an organization goes a long way to determine job satisfaction and performance, the
amount the quality, the value, and the distribution of rewards as well have impact
on job performance. A good manager heeds to
take these factors into consideration
when designing and distributing
rewards that motivate workers in an
organization.
Kreitner, Kinicki and Buelens (2002)
write that motivation s are ever present and always
controversial features of organizational life. Some employees see their jobs as
the source of pay cheques and little else. Others derive pleasure from their jobs and association with
co-workers even volunteer donate there to charitable organization. Such as the
Red Cross, walk away with motivation in the form of social recognition and the pride of having given
unselfishly their time. Hence, the subject
of organizational motivation includes, but goes far beyond monetary compensation.
For any organization or company that
desires to motivate its employees "fire-fighting approach" is counter-productive and should be discouraged. It gives room for in security and melancholy etc because; the progress of the organization would seek ways of translating into their own fortune,
workers seem to be greatly concerned with the running of the organization.
Hence, customers and owners interest
are guaranteed only when the climate for high productivity; is
favourable; therefore the management of any organization should recognize the
fact that motivation at work place is a total concept and as such should be
seen from a universal perspective rather than from a parochial one. The term
reward management covers both the strategy and the practice of pay
systems. Traditionally, personnel sections have been concerned with levels and
schemes of payments where as the process of paying employees, the pay roll
function has been the responsibility of the finance departments. It
incorporates other changes in pay administration system and policy, including;
decentralization of responsibility for setting pay level, uniform appraisal
schemes; flexible working practices and performance related pay price (2004).
In additional, to treating motivation
as an expense, a manager also uses it to influence employee's behaviour and
improve organizational performance. The way workers are paid affects the
quality of their work: their attitude towards customers and their willingness
to be flexible.
1.1 STATEMENT
OF THE PROBLEM
The main purpose of every
organization is profit maximization. All factors of production must be
adequately channeled to attain a particular goal for an organization to achieve
profit, man stands out among all the factors
of production because he is the one that puts all the
other factors e.g. land, capital etc to use. That's not withstanding, man's
skill remains insatiable.
Motivation: towards improved
performance is achieved when workers are psychologically tuned to a positive
disposition, which can now leaf them to perform in a particular way. The type
of motivation a worker receives has a long way to determine his dedication and
efficiency in his work place. Also levels of rewards and the motivating factors
vary from one employee to the other as well from organization to organization.
Also, deposits huge investment of·
time and money for organizational reward systems often desired motivational
impact· which is not achieved. This is as <:- result or two much emphasis on monetary rewards.
1.2 OBJECTIVE
OF THE STUDY
The objectives of the study are:
1. To examine if rewards system
can contribute to workers performance services.
2. To examine whether the lengths of services has
any influences on organization motivational system.
3. To
examine whether job status has any influence on organizational motivation.
4. To examine whether' good reward motivations attract and return talented
workers.
1.3 RESEARCH
METHODOLOGY
This study includes' primary and
secondary methods. The primary method is the use of interview as well as the
questionnaire method of sourcing for relevant information. While the secondary
source includes library research, where articles in journals, texts and
relevant publications can gathered.
Again, descriptive statistics will be
used to analyze data collected for the study. Also, to test the hypothetical
statement stated for this study, chi-square statistical techniques would be
used. The chi-square formula is given as:
X2 = ∑(O-e)2
e
Where O = observed frequency
e = Expected frequency
Degree of freedom (r-1) (1- 1)
Where r = number of row.
c = number of columns
To calculate the expected value, the
formula is given as:
C = Row total x column total
Grand total
1.4 RESEARCH QUESTIONS
1. Does
motivation contribute to workers efficiency?
2. Do
gender sensitivity influence organizational reward System?
3. Do length of services have any influence on organizational motivation?
4. Do job status have any
influence on motivation to an organization?
5. Can
good reward system attract and retain talented workers?
1.5 STATEMENT
OF HYPOTHESIS
The statement of hypothesis can be
stated as follows:
Ho: There is no significant relationship between motivation and employees performance.
Hi: There is a significant
relationship between motivation and employees performance.
1.6 SCOPE
AND LIMITATION OF THE STUDY
The scope of the study covers all
aspects organization's motivational system. It also covers' the responsibilities assigned to individual In the
organization. The study will be limited to the activities of workers in the
Nigerian Ports Authority.
1.7 RELEVANCE OF THE STUDY
The study is aimed at examining the significant roles played by
motivation in an organization. "It is our
expectation that the results of our findings would sensitize the management of an
organization on the need to constitute a good motivation in their profile.
1.7 ORGANISATION
OF THE STUDY
This study is divided into five (5)
chapters. Chapter one contains the introduction of the study. Chapter two examines the review of literatures while chapter three contains the theoretical
framework of the study: Chapter four focuses on data presentation and
interpretation. Chapter five contains the summary, conclusion and
recommendation.
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