The Impact Of Motivation On Employees Productivity In An Organization
This study examined Motivation and Employee productivity. Faced with the problem of low employee productivity, low employee morale and low overall organizational performance, the paper aimed at identifying various motivational techniques that exist in an organization, determination of the best motivational technique that can be employed to get the best out of employees and to determine ways of improving overall organizational performance.
This study was carried out among the employees of the organization. Concerning methodology, a total of 130 samples was drawn from the population. Research questions were raised based on the research objectives. The chi square statistical test was used to test the various hypotheses formulated in the study.
The result showed that supervision will motivate employees to work better. It was also found that workers perception on what obtained in his organization will motivate him to greater productivity. Motivational strategies especially those that involved monetary rewards have greater impact on performance and organizational productivity. Thus, it is important for organization to encourage and improve on the motivational factors in organizations in order to get optimum productivity from the workers.
1.1 Background of the Study
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.
- Is there any significant relationship between motivation and organization productivity.
- Does workers level of job motivation influence their job satisfaction.
- 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
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.
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.
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.
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.
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.
Is a person engaged in work for a wage or salary without having direct link with the owners of factors of production.
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.
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.
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.
Summary, Recommendations and Conclusion
5.1 Summary of Findings
So far, this study explore on the impact of motivation on organizational productivity, a case study of First Bank Plc. The study employed the primary data collection method, and the four hypotheses were tested with the use of chi-square statistics.
Based on the research objectives, the following findings were gathered:
- In the course of this research, it was discovered that there is a positive relationship between the quality of supervision and motivation to work. Most of the respondents used in this study-expressed satisfaction with their boss leadership style. This shows that there is a cordial relationship between leaders and most of their subordinates in the organization.
- It is also discovered that in the course of this study, many of the workers in the company are not happy with the fringe benefits, which they get from the company. In fact, many of the workers interviewed express their views that the fringe benefits enjoyed by them in the company are not in line with present day realities.
- There was also the belief by majority of the respondents included in this study that what obtains in other companies are better than what obtained in their own.
- Many of the workers included in this study-expressed satisfaction with the company’s appraisal policy.
- Finally, another important finding of this study is that many workers are dissatisfied with the training policy of the company. Their sources of dissatisfaction range from irregularity in training to the criteria of selecting people for training.
- However, interview with some of the management have shown that the precarious financial position of the company has made comprehensive training programme of workers impossible.
Based on the findings of this study, the following recommendations are made:
- The management of the company should provide adequate fringe benefits to the workers and such benefit should be geared towards meeting the needs of the workers. The provision of adequate fringe benefits to the workers will propel them to put in their best in the attainment of corporate objectives.
- The rewards workers enjoy in the company should be favorably with the reward which workers in other companies enjoy. This is important because workers perception of what obtained in other organizations can affect their level of motivation.
- The management of the company should also encourage the training of workers. The present situation whereby majority of the workers are not happy with the present training policy of the organization should be checked.
- Supervisor and other workers having people working under them should be sent on leadership training in order to improve their human relations skill.
This research work was carried out with the aim of looking at the motivation of employees in the First Bank Plc (ACSC). From the analysis of data and findings of such analysis, it was discovered that such motivational factors like the quality of supervision, the nature of fringe benefits enjoyed by the workers. Worker’s perception of the reward he gets in the organization in relation to what other workers of similar status get and also his perception of what is obtained in his organization in relation to others can motivate him to greater productivity. Thus, it is important for organization to encourage and improve these motivational factors in the company in order to get optimum productivity from the workers.
The implication of this study cannot be overemphasized as this study will educate the management of the organization (especially the organization under study) on how to motivate their workers to performance. The findings of this study will generate people’s interest in researching into other areas of motivation in the organization, which will enrich the literature on motivation as a phenomenon.
In a nutshell, the study will enrich people’s knowledge in this area of organizational behaviour and management of people in the organization.
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