ABSTRACT
This study examines the phenomenon of motivation in the organisation; it is the contention of the study that motivation plays an important and vital role in the realization of the organisational objectives. In this study, the data are collected through questionnaire and interviews, the simple random method is used to select respondent for the study In the study, positive association exist between worker’s satisfaction with their job; satisfaction with his organisation’s approval policy, perception of the value the family attaches to worker’s job, and perception of the reward a worker gets in the organisation in relation to what his colleagues of similar status receive and motivation to performance. It is in view of this that some recommendations like management ensuring that workers are p/aced in areas where they are best suited, fairness in appraisal policy, equitability in the administration and tailoring the incentives to the need of the employers are made.
TABLE OF CONTENTS
Title Page i
Certification ii
Dedication iii
Acknowledgement iv
Table of Content v
Abstract vii
CHAPTER ONE - INTRODUCTION
1.1 Background of the Study 1
1.2 Statement of Problem 3
1.3 Purpose of the Study 3
1.4 Significance of the Study 4
1.5 Scope of the Study 4
1.6 Hypothesis 5
1.7 Operational Definition of Terms 5
CHAPTER TWO - LITERATURE REVIEW
2.1 The Concept of Motivation 7
2.2 Theories of Motivation 10
2.2.l Hierarchy of Motivation 10
2.2.2 Theory Y and X 14
2.2.3 Tow Factors Theory 15
2.2.4 Expectancy Theory 17
2.2.5 Path Goal theory 18
2.3 Technique of Motivation in Organization 19
2.3.1 Basic Needs 20
2.3.2 The Higher Needs 21
2.3.3 Problems of Motivation 23
CHAPTER THREE - RESEARCH METHODOLOGY
3.0 Introduction 25
3.1 Research Design 25
3.2 Sources of Data Collection 25
3.3 Sampling and Sampling Techniques 27
3.4 Validity of Research Instrument 27
3.5 Method of Data Collection 28
CHAPTER FOUR - PRESENTATION AND ANALYSIS
4.1 Analysis of Respondent 29
4.2 Test of Hypothesis 32
4.3 Discussion of Finding 37
CHAPTER FIVE - SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 Summary 38
5.2 Conclusion 38
5.3 Recommendations 39
Reference 40
Appendix 1
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
In every organisation people are the central point in which organisation is built on. Every organisation consist of people who differ in so many ways including their background, statues, Behaviour, and life styles, talent, competences, knowledge, interest, skill, value, needs aggressiveness and well as level of motivation. For an organisation to be successful it involves or depends on effective mobilization or utilization of individuals who make up the organisation the function of these people base on the performance of those characteristic listed abode and certain aspect of the environment of the work place.
This study will base on only one aspect of the above mention characteristic of the people, which is MOTIVATION. In Nigeria, context the basic needs are categorised as followed shelter, food, water, health, transportation, education are economic empowerment in any organisation when these needs and desire of the people are meet they put in all their best and effort to achieve the set goals. It normally happened this way because it’s only motivation that make people to effectively contribute toward the achievement of the objectives the organisation.
In an organisation the performance of the people are below average when they are demotivated while on the other hand they are motivated by the activities of the organisation. For instance, if the average Nigerian worker earns N1O,000 per month, and spend 4 of his salary on rent, then he is left with N60,000,after deducing transport fare to and from work and food, the salary is wiped off. These illustrations is based on an ideal situations, ironically, Nigeria workers take home pay can not take him home and his situation is even more compound when the so called salaries is not been paid as at when due. The Nigerian worker today still has to be worried simply about being decently fed, clothed, live and work in a sanitary environment and wanting to enjoy some measure of job security.
Furthermore, the kind of satisfactory which worker value must are what they get from friend, family, holiday, entertainment is derived from outside work place simply because no worker or employee seem to take their welfare interest to heart. I would make my point clearly using the Japanese Corporation Culture as a reference point. In Japan for instance, what the Japanese worker valued are found within the firm as it seeks to ensure responsibility for the total man. For example, the Kancho Company head making effort to find a situation wife for subordinate.
An interesting feature of their firms is the practice of secure, life time employment which is a lifelong relationship between the staffs and firm. The Japanese Corporation Culture also painstakingly spend on apparently inordinate length of time to secure the consent of all concerned on an issue through face to face negotiation before arriving at a decision. This practice the Japanese firm are able to achieve broad based building within the organisation among organisation and with the Japanese government.
In view of the foregoing, it is absolutely wrong to blame solely this Nigeria worker. What influence the behaviour of the Nigeria worker are fundamental issues that have something to do with individuals, organisations and the nation at large.
Ways forward on this study, it is truism that the Nigeria worker goes to work in order to satisfy a range of different needs, not simple for monetary reward alone. Employees of labour should or must be adoptable and vary their behaviour according to the particular situation and the different needs and motivation of staffs.
Motivation which means inspiring the personnel with zeal to work and co-operate for the accomplishment of common objectives. Thus the success of the employee and indeed the company, depend on the motivation of the worker toward the desired goals or objectives, therefore need application of motivational element which do not only have socio cultural value but quality at well it is in view of this that, this study want to look at motivational factors in organisation.
1.2 Statement of the problem
The purpose of setting an organisation is to achieve some spelt out objectives. These organisational objectives must be achieved through the workers been employed. Therefore, the people must be motivated in order to meet those organisational objectives and their needs. People will be demotivated to work when their needs are not met on the other hand when their needs are met they put in all effort to perform very well and contribute optimally in order to achieve the objectives of the organisation. In view of this, this study intends to find out the factors that motivates workers in organisations.
1.3 Purpose of the study
This study intends to achieve the following specific objectives
1. To look into the problems of workers in organisation and to find out solutions to the problems by ways of recommendation.
2. To increase peoples knowledge on motivation as an important variable in organisational behaviour management.
3. To find out effects of motivation on workers performance.
1.4 Significance of the study
This study is significant to all organisations that employ people for work. The attainment of organisational goals is a function of the effective performance of the employee. This study will be useful to managers because the findings and recommendations will increase their understanding of the needs of workers and the ways by which they will be motivated for a higher performance.
Some other organisations will get vital lessons from this study in dealing with motivation as an inevitable phenomenon in the organisation. This finding will further research on the concept of motivation.
1.5 Scope of the study
The scope of this study on assessment of motivational factors in organisations. The researcher wisher to use some selected banks or organisations in Warri. They are:
New Nigeria Bank
All States Bank
United Bank for Africa Plc
First Bank of Nigeria
Then questionnaires shall be distributed to the various banks that are included in this study.
1.6 Hypotheses
1. Employee with his job will motivate him to performance.
2. Employee’s satisfaction with the organisational appraisal policy will motivate him to performance.
3. Worker’s perception of the reward he gets in organisations in relation to what his colleagues of similar statues get will motivate him to performance.
4. Worker’s value and recognition of employee will also motivate employee to performance in the organisations.
1.7 Operational Definition of Terms
The following terms are defined as they have been in the course of this study.
i. Motivation: Motivation is defined as the needs or drive within an employee, which determines his behaviour toward goal attainment in an organisation.
ii Appraisal: Is a means of evaluating workers performance at the end of a particular period.
iii Effectiveness: Organisational effectiveness is known as the extent to which an organisation is able to achieve its objectives or goals with the available resources.
iv Management: Management is the ability or means of co-ordinating, controlling, directing, planning, piloting and organising the resources of the organisation.
v Employee/Worker: This simply refers to a person or an individual who work for somebody in an organisations.
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