TABLE OF
CONTENTS
CHAPTER ONE
1.0
Introduction 1
1.1 History
of Guinness Nigeria Plc 2
1.2 Statement
of the Problem of Study 4
1.3 Purpose
of the Study 5
1.4 Significance
of Study 6
1.5 Term
Paper Questions 7
1.6 Scope
of the Study 8
1.7
Limitations 9
1.8 Definition
of Terms 10
CHAPTER
TWO
2.0
Review of literature 14
2.1 What
is Motivation? 14
2.2 Reasons
for Motivation 16
2.3 Usefulness
of Motivation 17
2.4 Approaches
to Motivation 19
2.5 Steps
in Motivation 33
2.6 Requirements
for Motivation 34
2.7 Who
Motivates Who? 34
2.8 Gains
from Motivation 37
2.9 Relationship
between Motivation and Productivity 38
CHAPTER
THREE
3.0
Summary, recommendation and conclusion 43
3.1 Summary 45
3.2 Conclusion 45
3.3 Recommendation 48
Bibliography 50
CHAPTER ONE
1.1 INTRODUCTION
Employee
motivation has always been a central problem for managers. Organizational Unmotivated
employees are likely to spend little or no effort in their jobs, avoid the
workplace as much as possible, exit the organization if given the opportunity
and produce low quality work. On the other hand, employees who feel motivated
to work are likely to be persistent, creative and productive, turning out high
quality work that they willingly undertake. There has been a lot of research
done on motivation by many scholars, but the behavior of groups of people to
try to find out why it is that every employee of a company does not perform at
their best has been comparatively Ashibogwu (2008) Many things can be said to
be answer to this question. The reality is that every employee has different
ways use being motivated. Employers need to got to know their employees very
well and use different tactics to motivate each of them based on their personal
wants/needs.
The
dictionary Webster’s defines motivation something inside people that drives
them to act. This motivation varies in different people. We can also say that
motivation is the willingness to work at a certain level of effort. Motivation
charges, in current theories, out of needs, values, goals, intentions and
expectation. Because motivation comes from within managers needs to cultivate
and direct the motivation that their employees already have. Judge (2002).
Motivation
comes from within us such as thoughts, beliefs, ambitions, and goals. The
people who are most interested in motivation studies are managers of people
because they may provide insight into why people perform at work as they do,
and as a result provide managers with techniques to improve worker
productivity.
1.2 Statement
of the Problem
The
researchers’ goal is to reveal what it is that motivates all employees to perform
at their best and achieve optimal business results at all times. The inherent
problem identified is that many employers have attempted different incentives
programs to motivate their employees, yet they have not worked for everyone in
the company. This is a major problem faced by employers these days, due to the
fact that each employees company is founded on the strength of its employee’s
productivity. Judge (2002).
One
of the traditional components of management along with planning, organizing and
controlling is motivating. Many managers to different things for example;
contests, ranking of people, plants, shifts, teams, and departments,
performance appraisals, performance production, sales quotas and commission
pay. All these systems are implemented in the belief that they drive
productivity. Some researchers think it does the opposite. Instead of trying to
use motivators (something outside of the work itself such as promised rewards
or incentives) to get higher levels of productivity from people, management
will be better served by studying the organization as a system. Employers
demand results. Without results the organization will not survive. Managing
motivation is a requirement for productivity. Richard (1998).
1.3 Purpose
of the Study
The
purpose of this study shall be stated as follows:.
·
To examine and analyze the specific roles of
motivation in improving organization productivity.
·
To study the benefits gained by organizations
through motivated employees.
·
To understand the challenges faced by companies
in implementing motivation and the response of employees to motivation policy.
1.4 Relevant
Research Questions
Following
is a list of questions that shall be asked.
1.
Is there any significant relationship between
motivation and organization productivity.
2.
Does workers level of job motivation influence
their job satisfaction.
3.
What are the challenges faced by companies in
implementing motivation and responses of employees to motivational policy.
1.5 Scope
and Limitation of the Study
The scope of this study shall
be impact on motivation on employee productivity in an organization, and the
focus shall be on both the junior and senior staff categories in order to
sample their various opinions, so as to make a comparism in the area of
inquiry. Indeed, there is know doubt a study of this nature will not have its
own inadequacies, some of the limitation to the study shall be time
constraints, inadequate resources, lack of accessibility to information and
fear of the unknown by the employees among others.
1.6 Significance
of the Research Problem and the Justification for Investigation
The
significance of this study is that it will be needed to improve employees
productivity at the workplace, to retain employees and to help organization
establish a good coverage, if an organization employees do not acquire this
motivation then the organization could lose large amounts of money customers or
even go out to business on the other hand if such organizations employees are
well trained and motivated by their employers, it could have great income
potential, keep loyal customers and gain a lot of market share.
This
research would help many managers and leaders in our society to identify the
things that they need to do in order to successfully motivate their employees
to perform at their best. Also help managers to understand new strategies that
could be implemented in order to motivate employees to achieve optimal business
result. It is evident that there is a need for this study because of the many
organization that are constantly spending money on various ways to increase
employees motivation.
However,
the justification of this research is that it will go a long way to assisting
management of most organization to finding not only immediate but permanent
remedy to the incidence of low productivity and also industrial dispute between
management and their employees who would have been satisfied from the
motivational techniques employed by the organization to address their needs and
desires and thus improving level of productivity and increasing organizational
goals and objectives.
1.7 DEFINITION OF TERMS
1. TRAINING: This is the systematic
development of the attitude and skill behaviour pattern required by an
individual; in order to perform adequately in given task.
2. PERFORMANCE APPRAISAL: This is the formal assessment of how
employees are performing their jobs in relation to established standards.
3. COMPENSATION AND REWARD: Compensation as an English word refers to the
payment of the loss of something or damage done to somebody for doing something
good. Compensation and Reward are two terms that have gained prominence in
motivating and retaining employees in an organization.
4. MOTIVATION: This is the concept used to describe the forces acting on or
within an individual to initiate and direct behaviour. It is also a process
that starts with a physiological or psychological deficiency or need that
activates behaviour that is aimed of a goal or incentive.
5. MANAGEMENT: According to Mary Parker Follet 1863-1933) is the act of getting
things done through people. This refers to officers who are charged with the
responsibilities of supervising and controlling works of others.
6. HUMAN RESOURCES MANAGEMENT: This is the term used to denote policies,
philosophy, practice related to the management of people within an
organization.
7. STAFFING: This is the procurement of
personnel for the organization; this includes recruitment, selection and
placement.
8. EMPLOYEE’S WELFARE: The force of employee’s welfare is to
provide strategies and procedures for improving the working condition and standard
of living of workers in an organization.
9. LABOUR TURNOVER: This is the rate at
which workers leave an organization due to serious rule infraction or
unsatisfactory performances.
10. EFFECTIVENESS: This refers to the judicious use of both human and material
resources to production in an organization.
11. THE PERSONNEL MANAGER: This is the person employed to deal with
relationship between employees and the employers, and to handle personnel
matters in an organization.
12. EMPLOYEE: Is a person engaged in work for a wage or salary without
having direct link with the owners of factors of production.
13. MORALE: This
is the state of mind of a person (or group of persons). It is also the
collective attitude of workers towards each other, their work and management.
14. ADVANCEMENT: This is the act of progressing in position or place due to
promotion in an organization.
15. JOB ANALYSIS: This is a method of collecting and recording facts pertinent to job
related information in order to determine the organizations relationship,
skills, responsibilities, work environment of and between jobs and human
applications necessary, for the accomplishment of the organization’s
objectives.
16. PRODUCTIVITY: Is the ratio used to measure how well an organization (or
individual, industry, country) converts inputs resources (labour, materials,
machines, etc) into goods and services. It is usually expressed in ration of
inputs to outputs.
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