The Significance Of Motivation On Staff Performance (A Case Study Of Kwara State Polytechnic, Ilorin)

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The Significance Of Motivation On Staff Performance (A Case Study Of Kwara State Polytechnic, Ilorin)


Abstarct


This study was carried out to examine the significance of motivation on staff performance using Kwara State Polytechnic, Ilorin as a case study. The study was specifically set to ascertain whether there is a significant relationship between motivation and staff performance, find out the motivational factors that influences staff performance in Kwara State Polytechnic, ascertain whether there is adequate availability of motivational scheme for staff in Kwara State Polytechnic, Ilorin, and find out the impact of motivation on staff performance in Kwara State Polytechnic, Ilorin. The survey design was adopted and the simple random sampling techniques were employed in this study. The population size comprise of selected academics staff and non-academics staff of Kwara State Polytechnic, Ilorin. In determining the sample size, the researcher conveniently selected 119 respondents and 100 were validated. Self-constructed and validated questionnaire was used for data collection. The collected and validated questionnaires were analyzed using frequency tables and mean scores, while the hypotheses was tested using Pearson correlation statistical tool, SPSS v23. The result of the findings reveals that there is a significant relationship between motivation and staff performance. Furthermore, the study showed that the impact of motivation on staff performance in Kwara State Polytechnic, Ilorin includes: early payment of salary improves staff commitment, availability of motivational scheme improves staff productivity, and provision of job security improved staff performance. The study recommends that 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. To mention but a few.


Table of Content


  • Title Page
  • Certification
  • Dedication
  • Acknowledgement
  • Table of Content
  • List of Tables
  • Abstract

Chapter One:

Introduction

  • 1.1 Background of the Study
  • 1.2 Statement of the Problem
  • 1.3 Objective of the Study
  • 1.4 Research Questions
  • 1.5 Research Hypothesis
  • 1.6 Significance of the Study
  • 1.7 Scope of the Study
  • 1.8 Limitation of the Study
  • 1.9 Definition of Terms
  • 1.10 Organisations of the Study

Chapter Two:

Review of Literature

  • 2.1 Conceptual Framework
  • 2.2 Theoretical Framework
  • 2.3 Empirical Review

Chapter Three:

Research Methodology

  • 3.1 Research Design
  • 3.2 Population of the Study
  • 3.3 Sample Size Determination
  • 3.4 Sample Size Selection Technique and Procedure
  • 3.5 Research Instrument and Administration
  • 3.6 Method of Data Collection
  • 3.7 Method of Data Analysis
  • 3.8 Validity of the Study
  • 3.9 Reliability of the Study
  • 3.10 Ethical Consideration

Chapter Four:

Data Presentation and Analysis

  • 4.1 Data Presentation
  • 4.2 Analysis of Data
  • 4.3 Answering Research Questions
  • 4.4 Test of Hypotheses

Chapter Five:

Summary, Conclusion and Recommendation

  • 5.1 Summary
  • 5.2 Conclusion
  • 5.3 Recommendation
  • References
  • APPENDIX
  • QUESTIONNAIRE

Chapter One


Introduction

1.1 Background of the Study

Good remuneration has been found over the years to be one of the policies the organization can adopt to increase their workers performance and thereby increase the organizations productivity. Also, with the present global economic trend, most employers of labour have realized the fact that for their organizations to compete favourably, the performance of their employees goes a long way in determining the success of the organization. On the other hand, performance of employees in any organization is vital, not only for the growth of the organization, but also for the growth of individual employees (Meyer and Peng 2006). An organization must know who are its outstanding workers, those who need additional training and those not contributing to the efficiency and welfare of the company or organization. Also, performance on the job can be assessed at all levels of employment such as: Personnel decision relating to promotion, job rotation, job enrichments etc (Aidis, 2005; Meyer and Peng 2006). And, in some ways, such assessments are based on objective and systematic criteria, which include factors relevant to the person‘s ability to perform on the job. Hence, the overall purpose of performance evaluation is to provide an accurate measure of how well a person is performing the task or job assigned to him or her. Based on this information, decisions will be made affecting the future of the individual employee. Therefore, a careful evaluation of an employee‘s performance can uncover weak-nesses or deficiencies in a specific job skill, knowledge, or areas where motivation is lacking. Once identified, the deficiencies may be remedied through additional training or the provision of the needed rewards.

According to Mc Cornick and Tifflin (2007), Motivation can be either extrinsic or intrinsic. Extrinsic motivations are those that are external to the task of the job, such as pay, work condition, fringe benefits, security, and promotion, contract of service, the work environment and conditions of work. While Intrinsic motivation on the other hand are those rewards that can be termed psychological motivations and examples are opportunity to use one‘s ability, a sense of challenge and achievement, receiving appreciation, positive recognition, and being treated in a caring and considerate manner. So many people have carried out researches in this area, some of which are Oloko (2003), Kayode (2003), Nwachukwu (2004), Egwurudi (2008). All these issues call for research efforts, so as to bring to focus how an appropriate reward package can jeer up or influence workers to develop positive attitude towards their job and thereby increase their performance.


1.2 Statement of the Problem

The performance of organizations and employee motivation has been the focus of intensive research effort in recent times. How well an organization motivates its workers (Intrinsic or Extrinsic) in order to achieve their mission and vision is of paramount concern. Employers in both private and public organizations are becoming increasingly aware that motivations increases productivity. From the foregoing, and looking at today‘s‘ economic trend, it is evident that the pace of change in our business environment presents fresh challenges daily. Despite these, no research work has targeted to investigate the influence of extrinsic and intrinsic motivation on employees performance in Nigeria.

Existing studies in Nigeria, aimed at the effect of motivators and hygiene on job performance by Jibowo (2007). Related studies on this study was on influence of monetary incentives and its removal on performance ( see Bergum and Lehr‘s, 2004). Of these studies in Nigeria, very few assessed the influence of Extrinsic and intrinsic motivation on employees‘ performance on manufacturing sub-sector of the economy. Moreover, scanty studies have been done on motivation in Africa ( eg., Centres and Bugental, 2007), Daniel and Caryl(1998 in Kenya, Akerele (2001) did not cover indeed, the areas that the objectives of this work covers. To this effect, this study attempts to analyze the significance of motivation on staff performance using Kwara State Polytechnic, Ilorin as a case study.


1.3 Objective of the Study

The general aim of this study is to examine the significance of motivation on staff performance using Kwara State Polytechnic, Ilorin as a case study. Specifically, the study will;

  1. Ascertain whether there is a significant relationship between motivation and staff performance.
  2. Find out the motivational factors that influences staff performance in Kwara State Polytechnic.
  3. Ascertain whether there is adequate availability of motivational scheme for staff in Kwara State Polytechnic, Ilorin.
  4. Find out the impact of motivation on staff performance in Kwara State Polytechnic, Ilorin.

1.4 Research Questions.

The following research questions were formulated for the purpose of this study:

  1. Is there a significant relationship between motivation and staff performance?
  2. What are the motivational factors that influences staff performance in Kwara State Polytechnic?.
  3. Is there adequate availability of motivational scheme for staff in Kwara State Polytechnic, Ilorin?
  4. What are the impact of motivation on staff performance in Kwara State Polytechnic, Ilorin?

1.5 Research Hypotheses

  • Ho: There is no significant relationship between motivation and staff performance.
  • Ha: There is a significant relationship between motivation and staff performance.

1.6 Significance of the Study

This study will educate the management of the organization (especially the organization under study, Kwara State Polytechnic, Ilorin) on how to motivate their workers to productivity and performance.

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

Generally, this study is channeled towards assessing the significance of motivation on staff performance using Kwara State Polytechnic, Ilorin as a case study. However the respondent for this study will be delimited to selected academics staff and non-academics staff of Kwara State Polytechnic, Ilorin.


1.8 Limitation of the Study

Like in every human endeavour, the researcher encountered slight constraints while carrying out the study. Insufficient funds tend to impede the efficiency of the researcher in sourcing for the relevant materials, literature, or information and in the process of data collection, which is why the researcher resorted to a limited choice of sample size. More so, the researcher simultaneously engaged in this study with other academic work. As a result, the amount of time spent on research will be reduced.

Moreover, the case study method utilized in the study posed some challenges to the investigator including the possibility of biases and poor judgment of issues. However, the investigator relied on respect for the general principles of procedures, justice, fairness, objectivity in observation and recording, and weighing of evidence to overcome the challenges.


1.9 Definition of Terms

Motivation:

This is the means of activity the behavior of an individual towards the achievement of certain goals

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.


1.10 Organization of the Studies

The study is categorized into five chapters. The first chapter presents the background of the study, statement of the problem, objective of the study, research questions and hypothesis, the significance of the study, scope/limitations of the study, and definition of terms. The chapter two covers the review of literature with emphasis on conceptual framework, theoretical framework, and empirical review. Likewise, the chapter three which is the research methodology, specifically covers the research design, population of the study, sample size determination, sample size, and selection technique and procedure, research instrument and administration, method of data collection, method of data analysis, validity and reliability of the study, and ethical consideration. The second to last chapter being the chapter four presents the data presentation and analysis, while the last chapter(chapter five) contains the summary, conclusion and recommendation.


Chapter Five


Summary, Conclusions and Recommendations:

5.1 Introduction

This chapter summarizes the findings on the significance of motivation on staff performance using Kwara State Polytechnic, Ilorin as a 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 to examine the significance of motivation on staff performance using Kwara State Polytechnic, Ilorin as a case study. The study was specifically set to ascertain whether there is a significant relationship between motivation and staff performance, find out the motivational factors that influences staff performance in Kwara State Polytechnic, ascertain whether there is adequate availability of motivational scheme for staff in Kwara State Polytechnic, Ilorin, and find out the impact of motivation on staff performance in Kwara State Polytechnic, Ilorin.

The study adopted the survey research design and randomly enrolled participants in the study. A total of 100 responses were validated from the enrolled participants where all respondent are selected academics staff and non-academics staff of Kwara State Polytechnic, Ilorin.


5.3 Conclusions

In the light of the analysis carried out, the following conclusions were drawn.

  1. There is a significant relationship between motivation and staff performance.
  2. The motivational factors that influences staff performance in Kwara State Polytechnic includes: salaries, promotions, incentives and rewards, compensation.
  3. There is no adequate availability of motivational scheme for staff in Kwara State Polytechnic, Ilorin.
  4. The impact of motivation on staff performance in Kwara State Polytechnic, Ilorin includes: early payment of salary improves staff commitment, availability of motivational scheme improves staff productivity, and provision of job security improved staff performance.

5.4 Recommendations

Based on the findings of this study, the following recommendations are made:

  1. 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.
  2. 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.
  3. 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.
  4. Supervisor and other workers having people working under them should be sent on leadership training.

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