ABSTRACT
The majority of organizations are competing to
survive in this volatile and fierce market environment. Motivation and
performance of the employees are essential tools for the success of any
organization in the long run. On the one hand, measuring performance is
critical to organization's management, as it highlights the evolution and
achievement of the organization. On the other hand, there is a positive
relationship between employee motivation and organizational effectiveness,
reflected in numerous studies. Literature shows factors such as empowerment and
recognition that increase employee motivation and three theories were taken
into consideration to give an explanation to the question raised in the Problem
formulation. These theories include: Maslow’s hierarchy of needs, Goal theory of Loce
(1968: pg. 157-189) and Equity theory was formulated by J. Stacy Adams in
(1965: pg. 422- 436). This paper aims to analyse the drivers of
employee motivation to high levels of organizational performance. If the
empowerment and recognition of employees is increased, their motivation to work
will also improve, as well as their accomplishments and the organizational
performance. Nevertheless, employee dissatisfactions caused by monotonous jobs
and pressure from clients, might weaken the organizational performance.
Therefore, jobs absenteeism rates may increase and employees might leave the
organization to joint competitors that offer better work conditions and higher
incentives. Not all individuals are the same, so each one should be motivated
using different strategies. For example, one employee may be motivated by
higher commission, while another might be motivated by job satisfaction or a
better work environment.
TABLE OF CONTENTS
Title
page i
Certification
ii
Dedication
iii
Acknowledgement
iv
Abstract
v
Table
of content vi
CHAPTER ONE: INTRODUCTION
1.1
Background to the study 1
1.2 Statement of problem 2
1.3
Objectives to the study 2
1.4
Research Question 3
1.5
Significance of the study 3
1.6
Scope of the study 4
1.8
Operational definition of terms 4
References 6
CHAPTER TWO: LITERATURE
REVIEW AND THEORECTICAL FRAMEWORK
2.0.
Introduction 8
2.1
Historical Background of Motivation
and Performance. 8
2.2 Concept
of Motivation 12
2.3
Theories of Motivation 13
2.4
Motivation and Performance 17
2.5
Why Employee’s need to be Motivated 18
2.6 How Employees
can be Motivated 19
2.7 Factors
and Implications Of Motivation 21 References
23
CHAPTER THREE: MOTIVATION AND PERFORMANCE IN THE INFINTIY SYSTEM NIGERIA LIMITED
3.0 Introduction
24
3.1 The
Organogram shows the Hierarchal Order of the Infinity 25
System Nigeria Limited.
3.2
Four proven steps they take in
motivating their employees 26
3.3 Motivation
and performance in the Infinity System Nigeria Limited 28
References 34
CHAPTER FOUR: PRESENTATION, ANALYSIS AND INTERPRETATION
OF
DATA
4.1 Area of study 36
4.2 Sources of data 36
4.3 Sampling size and sampling procedure 36
4.4 Measurement of variables 36
4.5 Research instrument 36
4.6 Validity of research instrument 37
4.7 Data analysis techniques 38
4.8 Presentation,
analysis and interpretation of data 38
4.8.1 Analysis of Respondents’ Response to the
Research Questions in 39
Relations to
the Motivational Factor, Existing Within the Infinity
System Nigerian
Limited Lagos
References 54
CHAPTER FIVE: SUMMARY, CONCLUSION AND
RECOMMENDATION
5.1 Summary 55
5.2 Conclusion 56
5.3 Findings 56
5.4 Recommendation 57
Bibliography 59
CHAPTER
ONE
INTRODUCTION
1.1 Background to the Study
Motivation
simply means the action of motivating employee. In the area of their job in order
to put on the best performance. If employees are given necessary motivation
there will be great achievement and progress in the area of the employee’s
performance, while performance means the act of carrying into action,
execution, achieving and accomplishing a work done by an employee. When there is
great performance of an employee on a particular job in a private sector it
will yield increase on the organisation in so many ways either financially or
in the area of production.
The
Human resources of any organization are the most important factors of
production be it public or private sector hence the necessity to build motivational
factors into organizations. The human element is considered as the most
important and complex in any organization and is the sole determinant of a
successful organization. Hence human resource is considered as the pushing
factor or force that can make or break an organization. The manager’s main task
is to develop a productive work place, with and through those he or she is in
charge of. The manager should motivate his or her team, both individually and
collectively so that a productive work place is developed and maintained.
Motivation
can be defined as ‘the process of initiating conscious and purposeful actions.
Pratt Fairchild [1970] defines Motivation as the force that makes us do things:
this is a result of our individual needs being satisfied {or met} so that we
have inspiration to complete the task. It can also be said to be the process of
supplying an incentive adequate deliberate and purposeful action’.
This
study will mainly focus on motivation and performance in the private sector,
Infinity system Ltd Lagos Nigerian will be used as a case study.
For
the purpose of this study, motivation would be used as the independent variable
while performance will be used as the variable.
1.2 Statement
of the Problem
Motivation
is very important in any organization so that the employee will put on the best
performance. Any organization without adequate motivation will not get the best
performance from the employees. Organization can be faced with insecurity, low
level of income, delay in employee’s promotion, low productivity etc. all these
problems occurs in an organizations when employees are not given adequate
motivation in order to enhance best performance.
Based
on the above, the research will be on the motivation and performance of
Infinity Systems Limited Lagos, Nigerian.
Based
on the above, the research will also be on how reward system affect staff
performance in the Infinity System Nigeria Ltd?
Based
on the above, the research will also examine how job insecurity affect employee’s
performance in the Infinity System Nigeria Ltd?
Based
on the above, the research will also be on how consequence of delayed promotion
affects staff performance in the Infinity System Nigeria Ltd?
1.3 Objectives of the Study
The
main objective of the study is to examine the results of motivation on
employee’s performance which will likely result to organizational success.
Other
aims of the study will be to:
1. Examine
how the reward system affects staff performance in the Infinity System Nigeria
Ltd
2. Identify
how job insecurity on employees
performance in the Infinity System Nigeria Ltd
3. Investigate
the consequence of delayed promotion of staff on performance in the Infinity
System Nigeria Ltd.
1.4 Research Questions
Based
on the topics of the study, the following research questions would be examined:
a) How
does the reward system affect staff performance in the Infinity System Nigeria
Ltd?
b) How
does job insecurity affect employee’s performance in the Infinity System
Nigeria Ltd?
c) What
is the consequence of delayed promotion of staff on performance in the Infinity
System Nigeria Ltd?
1.5 Significance of the Study
This
study will therefore be justified in that motivational factors will be discovered
which will eventually increase employee performance.
This
study will be of great benefit to managers, directors especially the management
of Infinity Systems Ltd as how they could get the best out of their employees
who are presently facing the problem of reduced morale in the face of
prevailing socio-economic hardship. And also the study will be of great benefit
to researchers in order to make use of the system in carrying out their
research work on several organization where motivation and performance is not
adequately handled well. Also this study will be of great impact on the policy
maker for them to be able to make use of the system in the area where
motivation and performance is not performed well in area of policy in any
organization system.
1.6 Scope of Study
This
study will focus on workers of Infinity System Ltd Lagos Nigeria and will also
be applied to other organization in the country if the need arises. This study
will look into the relationship between motivational factors (i.e. job
security, good remuneration, staff training and development, promotion etc.)
and performance variable (e.g. resources used, time needed) in such a way that
suggest how motivation can aid the efficiency, effectiveness and hence
performance of an employee thereby resulting in organizational success.
(Employee)
Infinity
System Ltd will be chosen because it’s an information Technology company and
due to the current trends in the industry. It has found itself in deep
competition hence the need to perform well or lose its relevance. Without any
doubt, it will be a veritable measurement for motivation and performance in
Nigeria’s continuously growing economy
1.7 Operational
Definition of Terms
Motivation:
- is the word derived from the word ’motive’ which means needs, desires, wants
or drives within the individuals. It is the process of stimulating people to
actions to accomplish the goals. In the work goal context the psychological
factors stimulating the people’s behaviour can be -
- desire
for money
- success
- recognition
- job-satisfaction
- Team
work, etc.
Performance: -The act of performing, carrying into execution or
action, achievement, accomplishment representing by action.
Private sector:
- The private sector is
the part of a country's economic system that is run by individuals and
companies, rather than the government.
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