Employees’ Motivation And Organizational Productivity

Project and Seminar Material for Business Administration and Management BAM

Employees’ Motivation And Organizational Productivity


Employees are a company’s livelihood. How they feel about the work they are doing and the results received from that work directly impact an organization’s performance and, ultimately, its stability. An unstable organization ultimately underperforms. The study had the following objectives: to establish the relationship between motivation and higher productivity among workers, to find out any relationship between motivational factors and work of staff and to determine how incentives influence workers approach to work and their performance. To achieve these goals, a questionnaire was designed based on the objectives. The completed questionnaires were processed and analyzed using the Simple Percentage and Chi-Square. The findings of this study revealed that alongside monetary incentives, another key factor in motivating employees is to involve them in the process aimed at attaining organizational effectiveness because without their co-operation and support a great deal of managerial energy may be wasted.

Chapter One


1.1 Background of the Study

In general, most organization exists for the purpose of providing services and at the same time working towards achieving profit motives. To attain sustainability in business given the complexities and competitiveness in business environment, firms must have their cardinal programme, provision of qualitative services as well as employee satisfaction.

Thus, achieving this goal anchors most on employees’ satisfaction. This is because employees can only work hard to achieve a corporate goal only when they are well motivated by their employees.

Schermerhor (2001) pointed out that a highly motivated workforce is indispensable if high performance outcomes are to be achieved consistently in any organization. This goes in line to explain that a motivated employee will certainly perform better than his/her counterpart that is less or not motivated at all.

Motivated according to Inyang (2004) is that which causes, energies, directs or channels and sustains human behaviour in work environment. Mullin (1999) in his opinion stated that motivation is a study which is basically concerned with people behave in a certain way.

Although the concept of motivation and its impacts on employee’s behaviour towards their assigned task is one that seems very few? Popular among managers, but in practice only very few actually understand and apply this concept to fulfill employees’ and organizational goals. Obviously a motivated employee experiences organizational or corporate citizenship, and therefore looks for better ways of doing his job for the organization. It is therefore the responsibility of the manger to create a conductive environment for the employees, and in order to succeed in creating this right environment for the employees, the manager needs to understand the nature and process of motivation (Inyang 2008)

This study is therefore central on examining the employees’ motivation and organizational productivity in Akwa Ibom Saving and Loans Limited, Uyo-Oron Road Branch in Akwa Ibom State.

1.2 Statement of the Problem

Managers often think that poor productivity may be as a result of poor promotional strategies or wrong used of the marketing mix tools. For that reason a huge budget is devoted to do advertising and promotion. Others lay emphasis on modern equipment and technology so as compete favorably with competitors. Some perhaps believe in just keeping top paying prompt salaries. All of these do not seems to improve output. Employees in research studies often response to work even in the worst condition when their welfare is enhanced Vans (2006). Perhaps managerial neglect to motivation may be a major source of poor productivity in our enterprises.

This study therefore aimed at investigating the role employee motivation may plan in proving organizational productivity. The focus is on Akwa Savings and loans Limited Uyo. It should be interesting to find what the situation is in the company, whether research evidences match suppositions of management teams.

1.3 Objectives of the Study

The core objective of this study was to assess the employee motivation and organizational productivity. Therefore for the purpose of achieving this, the following specific objectives are advanced:

  1. To determine the role of financial and non-financial motivations and employees productivity.
  2. To identity the various motivational packages available in the organization under study.
  3. To assess how individual perception of motivation affect their job performance.
  4. To ascertain the degree of job satisfaction among workers in Akwa Savings and Loan Limited.
  5. To make recommendations that may improve the situation.
  6. To assess the relationship between high pay and employees performance in the organization under study.

1.4 Scope and Delimitation of Study

This study was designed specifically to carry out an in depth analysis of the employees motivation and the productivity level in the banking sector, using Akwa Savings and Loan Limited Uyo as a references.

Thus, this study is restricted to using only the data gathered from the employee of the organization under study; and within the context of this research work. Only issues relating to employees motivation and job satisfaction will be examined as they affect organizational productivity.

1.5 Significance of the Study

The significance of this study are as follows:

  1. It will show the importance of motivation of employees.
  2. It will reveal the strategies likely to motivate employees for better work results.
  3. It will serve as a reference material for future researchers.
  4. It will expose the barriers to effective motivation of employees in modern day organization like the Akwa Savings Limited.

1.6 Research Questions

In order to aid the success of this’ work the following research question were be considered.

  1. What are the various types of motivational packages available in Akwa Saving and Loan Limited?
  2. What is the relationship between high pay and the performance of employees in the organization under study?
  3. What impact does a non-financial and financial motivating factor have on the employees in Akwa Saving and Loan Limited?
  4. What is the level job satisfaction derived by the employees in Akwa Saving and Loan Limited.
  5. How does employees’ perception of motivation affect their job performance?

1.7 Research Hypotheses

H0: There is no connection between cordial social relationship among staff and manager of Akwa Savings and Loan Limited.

H1:There is a connection between cordial social relationship among staff and manager of Akwa Savings and Loan Limited.

H0: There is no significant relationship between conducive working environment and increase productivity in Akwa Saving and Loan Limited.

H2: There is a significant relationship between conducive working environment and increase productivity in Akwa Saving and Loan Limited.

H0: There is no significant relationship between pay and productivity in Akwa Saving and Loan Limited.

H3: There is a significant relationship between pay and productivity in Akwa Saving and Loan Limited.

H0: There is no significant relationship between lack of employee promotion and poor productivity in the organization under study.

H4: There is no significant relationship between lack of employee promotion and poor productivity in the organization under study.

H0: There is no significant relationship between employees’ training and for job performance

H5:  There is a significant relationship between employees’ training and for job performance.

1.8 Definition of Terms


Motivation is the reason for people’s actions, desires, and needs. Motivation is also one’s direction to behavior, or what causes a person to want to repeat a behavior.


Productivity describes various measures of the efficiency of production. A productivity measure is expressed as the ratio of output to inputs used in a production process, i.e. output per unit of input


A person who does a specified type of work or who works in a specified way, a person who achieves a specified thing

1.9 Organization of the Study

This research work is organized in five chapters, for easy understanding, as follows

  • Chapter one is concern with the introduction, which consist of the (overview, of the study), historical background, statement of problem, objectives of the study, research hypotheses, significance of the study, scope and limitation of the study, definition of terms and historical background of the study.
  • Chapter two highlights the theoretical framework on which the study is based, thus the review of related literature.
  • Chapter three deals on the research design and methodology adopted in the study.
  • Chapter four concentrate on the data collection and analysis and presentation of finding.
  • Chapter five gives summary, conclusion, and recommendations made of the study

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 “employee’s motivation and organizational productivity”.

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 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:

  1. 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.
  2. Proper and efficient working conditions should be instituted in the public offices to help increase employees performance level.
  3. 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.
  4. In addition, the heads of the various public institutions should organise training programs meant to increase the knowledge and skills of employees.
  5. 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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