TABLE OF
CONTENTS
Title Page
Dedication
Acknowledgement
Table of Content
CHAPTER ONE
1.0
Introduction
1.1
Preamble
1.2
Historical Background of Cadbury
1.3
Statement of the Problem
1.4
Purpose of the Study
1.5
Research Questions
1.6
Research Hypothesis
1.7
Significance of the Study
1.8
Scope of the Study
1.9
Limitation
1.10
Definition of Terms
CHAPTER TWO
LITERATURE REVIEW
2.0
Introduction
2.1
The Content Theories of Motivation
2.2
Job an Organisational Contents as Motivation
2.3
Motivational Techniques and Tools
2.4
Impacts of Employees Motivation on Cadbury
Nigeria Plc
CHAPTER THREE
METHODOLOGY
3.1
Introduction
3.2
Research Design
3.3
Research Population
3.4
Sample and Sampling Procedure
3.5
Research Instrument and Data Analysis
3.6
Method of Data Collection
CHAPTER FOUR
DATA ANALYSIS
AND PRESENTATION
4.0 Introduction
4.1
Analysis and Presentation of Personal Data
4.2
Testing of Hypothesis
CHAPTER FIVE
DISCUSSION OF FINDINGS, RECOMMENDATION AND CONCLUSION
5.0
Introduction
5.1
Discussion of Findings
5.2
Recommendations
5.3
Conclusion
Bibliography
Questionnaire
Appendix
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND
TO THE STUDY
Motivational problem is a
complex in management because individuals have different attitudes and goals so
also there are varied organisational objectives. To this end what motivate one
person may not motivate another and even what motivate an employee today may
not motivate him or her tomorrow. Hence motivational problems are the most
difficult tasks that an organisation or a manager will have to cope with for a
long time.
By implication, motivation
starts with unsatisfied needs a individuals and tends to influence and shape
the attainment a organisational goals and objectives. However, unsatisfied
needs produce tension and stimulate varied forms of behaviour in individuals.
Accordingly, psychologist agreed that all behaviours are motivated and the
people have reason for doing things they do for behaving manner. The various
forms of behaviour and attitudinal disposition which organization require of
the employee in order to achieved set goals depend on the kind of rewards or
incentive packaged for the employees. These, usually vary from one organization
to another and they include the job security, good salary/wages, medical health
facilities, incentives schemes and effective physical working conditions among
others.
Basically these aforementioned
motivational factors may have positive or negative influence or impact on the
performance a staff and hence, have a tendency of motivating employees to
perform optionally. At the end, it could result in better performance job
satisfaction increase output and efficiency in the organization. According to
Olowo (2004.16) in order for motivation of employees to bring about the
expected out come the first step must be building effective reward practices so
that rewards provided are those which are widely desired.
1.2
HISTORICAL BACKGROUND OF CADBURY INDUSTRIES
NIGERIA PLC
The Cadbury Industries Plc
came into existence in 1956. It was formerly, located at Apapa before it later
moved to its present location at Ikeja. As a reputable company, it was noted
for its strong belief in the ability of its human resources to harness and
combine other factors of production over the years.
As a matter of fact, it has
spent much fund in its motivational productivity package which include the:
(a)
Remuneration: Salary scale and wage rate
are those of the highest priority in the company’s reward system.
(b)
Monthly scales of packs: The employees
both junior and senior staff of the organisation are given the opportunity to
buy their products at subsidized price every month.
(c)
Christmas Bonus: A percentage of workers
salary is paid to each worker at the end of the year as a mean of sharing
profit.
(d)
Promotion and salary increase: Promotion
and salary increase are done at the end of every year based on some established
criteria.
Therefore, the organisation is
noted for its wide range of products which include Bourvita, Dairy chocolate,
Richoco, Eclaris, Tom-Tom, etc. which are on different production line. The
company also engages in the wholesales distribution of goods and general
merchandise. Hence, the organisation is recognized today as one of the pillars
of the Nigeria
economy whose motivational efforts on its employees. Vis-à-vis the impacts on
the organisational productivity demand in depth analysis.
1.3
STATEMENT OF THE PROBLEM
Since human behaviour is
unpredictable, then it is pretty difficult to determine the behaviour response
of a staff towards a particular motivational factor. Perhaps, some employees,
especially the senior may place more value on opportunity for social
advancement, others, particularly the junior employees may proper more wages
and salaries or job security than other things.
Therefore, the problem of this
study is to determined the problems of employees motivational factors to
organisational development for instance, strong motives such as pleasures in success
fear of failures desire to be organisation may hinder the attainment of
organisational goals most importantly excessive low personal work standards,
lack of job security and poor locestives make goals – setting and achievement
as well as general development very difficult in an organisation.
Hence, organisational growth
and development is a function of an effective and efficient management which
knows the relevant of employee, motivation towards the organisational goals our
concern here is to determine the impacts a employees motivation on Cadbury
Nigeria Plc.
1.4 PURPOSE
OF THE STUDY
The purpose of this study is
to identify and determine the effectiveness of motivational factors existing in
Cadbury Industries Nigeria Plc.
Also, it is of interest to find
out the impacts of employee’s motivation on Cadbury Nigeria Plc and to make
some recommendations based on the findings of the study.
1.5
RESEARCH QUESTIONS
This study shall be guided by
the following research questions.
(1)
What are motivational factors in Cadbury
Industries Nigeria Plc.
(2)
What are the requirements of a good system of
motivation?
(3)
Does effective motivational schemes lead to high
level of product organisational productivity?
1.6
RESEARCH HYPOTHESIS
(1)
There is no significant relationship between
existing motivational factors in Cadbury Nigeria Plc and the satisfaction and
performance of employees.
(2)
There is no significant relationship between
goods management and effective motivational schemes.
(3)
There is no significant relationship between
employee’s motivation and organisational productivity.
1.7
SIGNIFICANCE OF THE STUDY
This study is significant in
many respects firstly, the findings will help organisationals to know how best
to reward their hand working employees.
Secondly, it will identify and
determine various motivational factors in relation to the performance of
employees.
Thirdly, it will also
ascertain the effectiveness of existing motivational scheme in Cadbury Nigeria
Plc. and its impacts.
Lastly, it could complement
the existing literatures on the study and in the field of administration.
1.8 SCOPE OF THE STUDY
The scope of this study is the
impact of employees motivation on organisation. A case study of Cadbury
Industries Nigeria Plc.
1.9 LIMITATION TO THE STUDY
Several limitations are expected to be faced on the
course of carrying out this research work. This ranges from lack of
accessibility of informations to the predictability of human behaviours.
1.10
DEFINITION OF TERMS
Motivational Factors
These are factors that cause,
channel and sustain people’s behaviour. Stoner and Freeman (1989) defined
motivational factors to be concerned with why managers motivate their
subordinates.
Productivity
This is the ratio of what is
produced to what is required for its production. Cambell (2002) defined
productivity as average total output of a production system divided by the
total labour and other factors of production.
Performances
This is the act of carrying
out a predetermined functions or duties successfully performance as it will be
used in this study will mean the performance of labour input measured by the
rate of change in labour productivity over a given time.
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