Effects Of Staff Motivation On Job Performance

Project and Seminar Material for Sociology

Abstract

The social nature of the human animal makes the phenomenon of needs a sine-qua-non. Because human needs are insatiable, there has always been a continuous craving by man to satisfy his ever-growing needs. Yes! The satisfying of man’s needs, does it motivate him to higher performance and subsequently breeding higher productivity? Has there been fairness or equality in the attitude of employees? Equally, has the employees been duly consulted on their needs as employees? These among other things and questions are what this research work seeks to explore and answer. At the end of this work, we may have ascertained the level of the effects motivation has on job performance with specific consideration of Intercontinental Bank Plc. Onitsha Branch.

Chapter One

Introduction

1.1 Background to the Study

The study of motivation and behaviour is a search for answer to the perplexing question about human behaviour (Hersey and Blanhers, 1979). The Motivation of people in organization through a popular subject of discussion in seminars, symposia, workshops and written professional journals and books, yet is one of the least understood concepts as a management technique (Francis and Milbourn, 1980). Often people do not know why others behave the way they do.

Why they are behaving differently at present and how they may likely behave in future under the same conditions (Herbey and Blench, 1979). It is the responsibility or organisational managers to motivate their subordinates and employees to raise their level of output.

Motivation is a force that is directed by the behaviour of people. It is thus a major factor that determines employees’ means of satisfying their needs as to improve their job performance. Financial institutions are specially considered in this project as areas whose success and survival depends strongly on the ability of the workers to efficiently utilize the available material resources in order to achieve the organisational goal.

For such task to be performed employees need a lot of incentives as well as a conducive working environment in an organization in order to spur up the workers to work harder for a greater achievement.

The job attitude of most financial institution workers in Nigeria and Anambra State especially has generated a lot of interest among scholars. The growing interest has always resulted to the seminars and workshops on job satisfaction and motivation. The main concern has always been on how to manage workers in order to put their maximum effort. So far the attempt made has not yielded the required result.

It is a common reason why Nigerian workers are always being described as “lazy” unproductive, redundant, non-challant and irresponsible.

Though there is a unanimous agreement on how to motivate a worker, I feel the worker has a need to be met and until this need is met, the worker’s attitude towards his work would remain bad. While some scholars have attempted to identify the various aspects of workers need.

Alao (1984:16) and Anikpo (1984:38) felt that some of these needs have made workers exhibit negative attitudes towards their job. As the case with the present situation in Anambra State where the Nigerian Labour Congress (NLC) embarked on a strike action following the refusal of the state governor, Mr. Peter Obi to increase the wages of staff that was agreed upon. The financial institutions are the most affected by this situation especially with the present state of financial crunch in the country and Anambra state in particular resulting in social unrest and holding up activities in financial institutions.

This research work therefore is set to answer questions raised above as well as to examine the views of scholars on the impact of motivation of staff on job performance with particular reference to the Intercontinental Bank Plc., Onitsha.

1.2 Statement of Problem

Motivation influences human behaviour in any work place. In recent years, it has been evident that there has been a general drop in the overall rating of performance of financial institutions. It is noted that in Nigeria that when workers are motivated, there will be a high productivity but in western countries other factors rather than money motivate workers.

Does this hold true in Nigeria? Have employees been duly consulted on their needs as employees in the financial institution? This research work is designed to study these problems.

1.4 Research Hypotheses

H₀: Motivation do not increase employees’ performance which contributes to the attainment of organizational set goals and objectives.
H₁: Motivation lead to employees’ performance which contributes to the attainment of organizational set of goals and objectives
H₀: There is no significant relationship between employee performance and public performance
H₂: There is a significant relationship between employee performance and public performance.

1.5 Objectives of Study

For some years most organizations and industries, both public and private, have showed concern on increased productivity and have produced a wealth of literature on the issues of motivation. Therefore the objectives of the study are as follows:

To establish what motivates employees in the financial sector.
To find out how employees of financial institutions can be motivated.
To ascertain the factors responsible for work attitudes in financial institutions.
To suggest the possible solution to the challenges facing employees in the financial institutions.

1.6 Significance of Study

This research is aimed at finding out how to make employees increase their performance and hence increase productivity. It is intended to contribute to the growing literature on work motivation here in Anambra State, especially on financial institutions. It is also hoped that the study will provide a practical guide to the solution of perennial labour unrest in Nigeria.

Another major significance of this research is its theoretical usefulness. Since the study is based on experimental data, it would yield insights that will affirm or challenge some of the basic assumptions of the classical theories of motivation.

In addition, this research will make meaningful contribution in the area of public especially those that affect financial institutions.

1.7 Definition of Concepts

Capital:

This is defined as wealth which may be used for producing more wealth.

Labour:

All human efforts of any kind, mental or physical, are known collectively as labour.

Money:

Is something which people generally accept a payment. Money is a medium of exchange.

Motivation:

To provide someone with a very strong reason or cause for doing something.

Production:

This is defined as the transformation of one thing into another.

Chapter Five

Summary Conclusion and Recommendation

5.1 Introduction

It is pertinent to note that this research was aimed at finding out the effect of motivating of workers in the public sector, thus the topic “impact of motivation of employees performance in public sector”.

In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges associated with motivation of employees performance in public sector in Nigeria.

5.2 Summary

The findings of the study reveals that when motivation is given to the employee’s, the more employees are satisfied, and the greater they value quality of service they provide to the public. The result compares with previous studies by Gregory, (2009) who found out that motivations communicated to employees sharpen their understanding and as such they improve the quality of services they provide to the public.

The research results showed that employee motivation influences employee performance of staffs of National Identity Card Management Commission Abuja. The results of correlation analysis in this study have demonstrated that motivation of employees have positive relationship with employee performance, which is statistically significant (p-value<0.05)

This shows that enhancing employee motivation positively improves employee performance. This leads to rejection of the two null hypothesis developed in this study, an indication that motivation of employees is a significant predictor of employee performance in Public sectors in Nigeria. As some employees were very little motivated as there is no recognition after good performance and no encouragement after performance of duties. They demand for better pay and better terms of service. In relation to the findings of the study, it can finally be concluded that, there is no significant difference between the employees and job satisfaction.

5.3 Conclusion

The findings with regard to public sector’s job satisfaction and motivation display a general dominance of intrinsic motivation that may have induced public workers to choose public sector jobs. The findings of the study shows that, any organizations that pay sufficient attention to its staffs motivation will always improve their organizational performance. By linking rewards to employee performance, you can increase employee motivation and achieve winning results. It was discovered that if workers are not satisfied with their wages, they lack motivation and this mostly expressed to professional and administrative levels of employees and a bit less concerns high-level managers in public sectors.

Low wage incentives as motivational factors have significant impact on the performance of workers in public administrations. The lack of motivation has negative impacts not just on low performance in the sector, but also this increases the opportunity for corruption under public sector workers.

From the research study, we have reached to the conclusion that public sector employees and private sector employees were ranking the motivational dimensions in the different order. The results of study have confirmed that work motivation of organizations is significantly dependent upon their salary, fringe benefit, efficiency in work, quality supervision, and co-worker relationship.

5.4 Recommendations

The following recommendations are considered:

The management of National Identity Card Management Commission Abuja should find ways to motivate their employees to work up to the maximum level, improve their work attitudes towards work values and the most important is to be aware of public opinion towards the public service.
Proper and efficient working conditions should be instituted in the public offices to help increase employees performance level.
Also better compensation and rewards systems should be instituted by the heads of the public institutions to aid employee work harder in the various public corporations.
In addition, the heads of the various public institutions should organise training programs meant to increase the knowledge and skills of employees.
Employees who work harder and perform well and meet their targets should be motivated by their respective organizations by giving them a special treatment in terms of incentives like bonus etc. to induce others to follow their footsteps.

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Frequently Asked Questions

What are the factors affecting employee motivation?

Factor that influence employee motivation are extrinsic factors such as monetary incentives and job security among other s. The study also identified several intrinsic factors that influence employee motivation. These are: autonomy, trust and recognition among others.

What is impact reward system has on employees motivation?

Rewards which the employees receive are very much a part of the understanding of motivation. It is frequently seen that rewards cause job motivation and satisfaction, which leads to the improvement in the performance. Employee motivation is one of the most essential parts of the success, performance, development and survival of the organization.