Motivation On Employee Performance In An Organization
Motivation On Employee Performance In An Organization
Abstract
In this study, our focus was on the impact of motivation on employee performance in an organization using ministry of labour and productivity as case study. The study revealed that, management can make use of different strategies and policies to motivate employees in the banking environment. Employees are interested in enhanced salaries, fringed benefits, promotion, and car loans as motivating elements sufficient to push employees to give out their best. The research also revealed that the core duty is normally carried out by clericals who are more than the supervisors and as such motivational packages should be geared towards the clerical workers to ensure that they delight the customers. Promotion has been a worry to most staff; measures should be put in place by management to ensure that there is continuity in the promotion of staff to avoid low productivity in terms of deposit mobilisation. The study revealed that if management withdrew motivational packages it will have serious repercussions on employees‟ performance. Management can develop new theories such as equity, macllend theory, Abraham Maslow and Hertzberg two factors to ensure employees achieve work targets.
Chapter One
Introduction
1.1 Background of the Study
Management is simply defined as a process of getting things accomplished with and through people by directing the efforts of individuals towards common goals or objectives, and directing is another word for motivating, influencing, or leading. This means that managers or leaders must understand employee motivation and develop approaches, which will motivate employees to perform their work to the fullest of their capability. Initially, the term “motivation” started to receive attention in the beginning of the 20th century, when rationalistic views of human behaviour raised more questions rather than explanations about man’s actions. The rationalist had viewed people as free moral beings who choose either the goods or bad among courses of action, with each person’s choice depending upon his intelligences and education. They assumed that if the good choice were known, it would be automatically selected and acted upon. It is unlikely to find one who would skill hold this view of people. The complexity of human behaivour certainly does not lend itself very easily to such neat “reasonable” explanations. Motivation in the current usage is, however, one of the most complex aspects in the management process that came to the fore in the early 1950s under the ages of the behavioural science (comprising anthropology psychology, and sociology) school of management. the school shifted emphasis more and more the nature of the work itself and the degree to which it could fulfill man’s needs to use his skills and abilities of the three behavioral sciences, psychology has probably played the biggest role in influencing management thought and practice and in showing that people have a great variety of needs, which they attempt to satisfy at work. People have attitudes, values, and sentiments, all of which significantly influence their behaivour on the job.
The feelings that people have toward their supervisors, their job environment, their personal problems and numerous other factors are often difficult to ascertain yet they have a tremendous impact upon employee, motivation is a very perplexing one, in that it is not at all easy for a person to know for certain what actually motivates another person or causes him to behave the way he does. Furthermore, the individual may not even understand what really makes him tick. An aspect of this complex and perpetexing nature of motivation is that what motivated on person may not necessarily motivate another person by the same degree even within the same degree even within the same time period and environment. And what motivated a person in the past may not necessarily motivate another person by the same degree even within the same time period and environment, and what motivated a person in the past may not necessary motivate him later. The very uniqueness of the human individual, with many complex influences that interact in determining what he is and becomes, make it rather difficult to measure motivational level in people. What the person considers an important reward, another person might consider useless. For example a glass of cold juice would probably be a lot more “motivating” to a person who has just spent two houses or more in traffic jam in the hot sun, than it would be to some who has just drank three cold bottles of beer. And even holding out a reward that is important to someone is certainly no guarantee that it will motivate him. the reason is that the reward itself will not motivate him unless he facts that effort on his part will probably lead to his obtaining that reward. people differ greatly in how the sizes up their chances for success on different jobs. So one can see that a task which one person might feel would lead to rewards, might be views by another as impossible.
What is motivation? A man or woman is motivated when he or she wants to do something. A motive is not quite there same as an incentive. Whereas a person may be inspired or made enthusiastic by an incentives, his or her main motive for wanting to do something may be fear or punishment. Motivation covers all the reasons which underline the way in which a person acts.
Historical Background of the Study
The Nigeria federation ministry of labour and productivity is the Nigerian federal ministry concerned with relations between workers and employers. It is jeaded by the minister of labour and productivity assisted by a permanent secretary who is career civil servant. The current minister is senator Joel Danlami Ikenya. Hasssan Muhammad Lawal was appointed minister of labour in 2003 and was reappointed by President Umaru Yar’ Adua in July 2007. He was move into the ministry of works and housing and replace by Adetokimbo kayoed in December 2008. Kayode had previously been minister for tourism, culture and national orientation. Chief Emeka Wogu was than appointed minister of labour and productivity in 2010. The permanent secretary in December 2009 was Dr. Harunna Usman SANUSI. The Federal Ministry of Labour and Productivity has been in existence (with different name) since 1939, with the central purpose of ensuring cordial relation between workers and employees in the public and private sectors. The body was created after start of World War II to co-ordinate resources for war efforts, with first one and then two labour inspectors attached to the governor’s officer with growing worker agitation over cost of living allowance, the department of labour was established on first October 1942. it was headed by a commissioner and two labour officers and was charged with dealing with labour. Movement issues, ensuring the orderly development of industrial relations and enforcing protection legislations. the organization grew as the war progressed, with offices opened in the industrial, centered of Enugu, Kaduna and Lagos. Labour a ministry of labour was created in addition to the department of labour and the two were merged on first April 1958.
After independence in 1960, the ministry has grown steadily, renamed the federal ministry of employment labour and productivity in 1979 and the Ministry of Labour in January 2007. The outwards facing division the Ministry of Labour are, trade union services and industrial relations employment and wage and inspectorate. The trade union services decision formulate policies on trade union organizations and manage dispute and complaints. it also assists in workers, education, and keeps records on trade union and their activities internally oriented departments and human resources finance and suppliers, policy analysis research and statistics. The ministry is responsible for several parastatal (government owned agencies) Michael Imoudu Nation Institutes for Labour Studies (MINILS) Nigerian Social Insurance Trust Found (NSITF) National Productivity Centre (NPC) National Industrial Court and Industrial Arbitration Panel (IAP).
1.2 Statement of the Problem
Organization exists for the purpose of rendering some services. For the organization to meet its objectives, people are employed in the organization in order to help the organization meet its objectives. Thus, in order to ensure that people employed in the organization perform optimally towards the realization of organizational goals, they need to be motivated to work.
Motivating people to work entails meting their needs. There is a great controversy over the issue of motivating people.
Some people are of the view that such extrinsic factors like money, praise, and quality of supervision and company’s policy can motivate people to work, while others are of the view that such extrinsic factors like advancement quality of the job done by person, recognition and growth can motivate workers to productivity.
It is in view of these controversies that this study wants to look at the motivation of employees in the organization by using ministry of labour and productivity as a case study.
1.3 Objective of the Study
The general aim of this study is to examine the effect motivation on employee performance in an organization. Specifically, the study will;
- Identify the motivational packages available at ministry of labour and productivity.
- Examine how the motivational packages affect the employee performance.
- Determine whether the management of ministry of labour and productivity make use of different strategies and policies to motivate employees.
- Identify the motivational element push employees to do better in their job role
- Ascertain whether the available motivational packagesare extended to clericals to ensure they delight the customers
- Investigate whether the management continually promoted worthy employees in other to avoid low productivity
- Ascertain whether the withdrawal of motivational packages have serious repercussions on employees‟ performance
- Ascertain whether the conduciveness of the office environment is na important motivational factor in the organization.
1.4 Research Questions
It is in view of the above aims, the following questions arise:
- What are the motivational packages available at ministry of labour and productivity?
- How does the motivational packages affect the employee performance?
- Can the management of ministry of labour and productivity make use of different strategies and policies to motivate employees?
- What motivational element push employees to do better in their job role?
- Are the available motivational packages extended to clericals to ensure they delight the customers?
- Does the management continually promoted worthy employees in other to avoid low productivity?
- Will the withdrawal of motivational packages have serious repercussions on employees’ performance?
- Is the conduciveness of the office environment an important motivational factor in the organization?
1.5 Research Hypotheses
The following hypotheses will be tested in this study:
H01: Motivational packages does not enhance employees performance in the organization.
H02: The withdrawal of motivational packages will not have serious repercussions on employees’ performance.
1.6 Significance of the Study
This study will educate the management of the organization (especially the organization under study, ministry of labour and productivity) on how to motivate their workers to productivity.
The findings of this study will generate people’s interest in researching into other areas of motivation in the organization will enrich the literature on motivation as a phenomenon.
Finally, the study hopes to enrich people’s knowledge in this area of organizational behaviour and management of people in the organization.
1.7 Scope of the Study
This study is on impact of motivation on organizational productivity. The study will also covers the various techniques of motivation and theories of motivation as they impact on employees productivity in an organization.
The study will be delimited to ministry of labour and productivity.
1.8 Limitation of Study
The study is limited to the employees’ motivational factors, and its effect of organizational productivity. The study does not consider other variables and as such is limited to only those areas specified above. Also, it does not cover all sectors of the Nigerian economy. The ministry of labour and productivity of Nigeria is only one area of the economy. and as such the study does not look into how these motivational factors work or influence productivity across other sectors.
1.9 Organization of Study
For an orderly presentation of this study, this research essay has been divided into five (5) chapter; the first gives an introduction of the study, chapter two focuses on literature review, chapter three talk about the methodology, chapter four is the analysis and presentation of data for this study, and the last chapter summarizes the study and gives useful recommendations.
1.10 Operational Definition of Terms
The following terms were defined as used in this study:
Productivity:
Is the ratio of output or production capacity of the workers in an organization. It is the relationship between the amount of one or more inputs and the amount of outputs from a clearly identified process.
Employees:
Are the workers in an organization, working for the accomplishment of the organizational goals. In this study, the employees are those staffs of the organization, PHCN.
Motivation:
Motivation is a decision-making process, through which the individual chooses the desired outcomes and sets in motion the behaviour appropriate to them”.
Adequate Motivation:
These are factors (familiarity, concern and driving force), which exist or are provided in a work situation either physically or psychologically which determine the input and productivity level of the worker.
Intimacy:
Intimacy or Familiarity could be described as the feeling of warmth and friendliness based on interpersonal relationship among people.
Consideration:
Consideration or Concern refers to a situation where both their colleagues and managers treat staffs with understanding. In this case, there is both a personal and human touch in dealing with workers.
Morale:
Moral refers to staff emotional and mental level of zeal.
Chapter Five
Summary, Conclusions and Recommendations:
5.1 Introduction
This chapter summarizes the findings on the impact of motivation on employee performance in an organization using ministry of labour and productivity as case study. The chapter consists of summary of the study, conclusions, and recommendations.
5.2 Summary of the Study
In this study, our focus was on the impact of motivation on employee performance in an organization using ministry of labour and productivity as case study. The study is was specifically carried out to identify the motivational packages available at ministry of labour and productivity, examine how the motivational packages affect the employee performance, determine whether the management of ministry of labour and productivity make use of different strategies and policies to motivate employees, identify the motivational element push employees to do better in their job role, ascertain whether the available motivational packages are extended to clericals to ensure they delight the customers, investigate whether the management continually promoted worthy employees in other to avoid low productivity, ascertain whether the withdrawal of motivational packages have serious repercussions on employees‟ performance, and ascertain whether the conduciveness of the office environment is an important motivational factor in the organization.
The study adopted the survey research design and randomly enrolled participants in the study. A total of 153 responses were validated from the enrolled participants where all respondent were staff of ministry of labour and productivity Nigeria Limited, Benin City, Edo State.
5.3 Conclusions
Based on the findings of this study, the researcher concluded that;
- Motivational packages enhance employees performance in the organization
- The motivational packages available at ministry of labour and productivity include, paid holidays, recognition, fringed benefits, promotion, training and development.
- The motivational packages affect the employee performance positively
- The management of ministry of labour and productivity can make use of different strategies and policies to motivate employees.
- The motivational elements that pushes employees to do better in their job role are; salaries, fringed benefits, promotion, and car loans.
- The available motivational packages are extended to clericals to ensure they delight the customers.
- The management does not continually promote worthy employees in other to avoid low productivity.
- The withdrawal of motivational packages will have serious repercussions on employees’ performance.
- The conduciveness of the office environment is an important motivational factor in the organization.
5.4 Recommendations
Based on the findings of this study, the following recommendations are made:
- The management of the organization 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 organization should be favorable 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 organization 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
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