Workers Motivation And Organisational Performance In National Center Of Economic Management And Administration (A Case Study Of Abuja)

Project and Seminar Material for Sociology

Workers Motivation And Organisational Performance In National Center Of Economic Management And Administration (A Case Study Of Abuja)


Abstract


This study was carried out to examine workers motivation and organizational performance in national center of economic management and administration in Abuja. The study was specifically set to determine whether there is a significant relationship between workers motivation and organizational performance, determine whether career development as a motivational factor has a positive effect on organizational performance of national center of economic management and administration, determine whether employee training as a motivational factor has a positive effect on organizational performance of national center of economic management and administration, determine whether adequate compensation of employees as a motivational factor has a positive effect on organizational performance of national center of economic management and administration, and determine whether performance appraisal as a motivational factor has a positive effect on organizational performance of national center of economic management and administration. The survey design was adopted and the simple random sampling techniques were employed in this study. The population size comprised of staff of national center of economic management and administration, Abuja. In determining the sample size, the researcher conveniently selected 123 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. While the hypotheses were tested using Pearson Correlation statistical tool. The result of the findings reveals that there is a significant relationship between workers motivation and organizational performance. The result of the findings reveals that he use of Whatsapp for teaching and learning physics improves students academic performance in secondary school. Therefore, it is recommended that the management of organizations should improve and increase the numbers of trainings for the staff so as to improve Performance of Workers. The management should establish cohesive financial incentives for its staff so as improve their performance. The management should ensure that all staff of various grade level are promoted as at when due in others to motivate them to perform better.


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

There are various reasons why people work to earn respect among associates to earn salaries and wages to acquire prestige and honour to achieve excellence in chosen a career, to socialize with others, to dominate what a variety of reasons, but culture is indeed a determining factor. Ofte­n what makes the difference between belling and organizations is the workers healthy organization are known for operating with highly motivated workers Healthy organization are known of –operating with highly motivate workers while the sick ones are filled with poorly motivate workers what govern basic principles human motivation seen not to vary with workers and organization but variables that define workers feeling of satisfaction at work differ.

Howell and Dipboye(1982.160) are of the view that workers satisfaction heavily depends on the organization’s ability to discover sustain and meet workers needs productivity also to a large extent, is influenced by the level of worker’s motivation Hence the role of workers satisfaction can hence be played down. Every human motive is based constantly on needs satisfaction the need may be consciously or unconsciously felt. One of the problems confronting public administrators today is that of motivating workers to perform assigned tasks to meet or surpass predetermined standard. To motivate a subordinate mean doing those things which the subordinate hopes will satisfy this need and desire that an consequently induce him/her to act in a desired name, so it is therefore it responsibility of public Administrators to other opportunities for employees to satisfy there personal need in a way that leads to the accomplishment of organization objective, Simeon Baadom (2003: 213)

Motivation result from a felt heed or an user directed in the individual who moves in a certain direction in order to achieve the desired objective reduces the tension. A satisfied need does not motivate but an unsatisfied need motivate ,management theory practice Nwachukwu (1997) A motivate workers are those who see their work as helping them accomplish important goals. But if our targets and expectative are not met through our industries organization then we will be disinterested and less motivated. All organization are concerned with what should be done to achieve a sustained high level of performance through their employees. This means giving close attention to how worker or employees can best be motivated through such means as rewards, incentives, leadership, and importantly the satisfaction they derive from being a part of the organization on the other have this equally apply to the customers. That is the satisfaction they derive from consuming the organization products and services. That is why motivation is defined as the willingness to excel high level of effort towards.

Organization goals. It can also be achieve a goals or leeward. Motivation is paramount in any organization, in order to equip, the public services workers with necessary skill that would help them function effectively to achieve a particular goal of the organization or of public services is been conducted. The social attitude and behaviour need to be reformed through some motivation techniques because it is only through the public services and the parastatals that one nations can achieve her goal effectively and efficiency this is why the public services need to be motivated by their employees.

Lack of motivation in the organization has resulted to low productively, like warn attitudes on the part of the employees and general derive in the work to be done. actually with the above many workers in the Nigerian public services have little or no respect and regard for their job. This is based on the fact that even when they work and die in course of their job, nothing is been done to the deceased family. With this notice in mind, publics services will even compromise their positions only to tech “external monetary income. The above does not only lead to how productively, but also impose delay in the administration of their duties although the federal governments have made some attempt to set new standards for the public services. One of these special measures was great purge of the public services and provision of watchdogs over the conduct of the public service workers. One the contrary these measures did not lead to increase in productively as executed, rather those that replace the purged workers tend to do like wise.

Since motivation is that internal urge or force that drives one to action toward the actualization of personal goals. It is only when workers are motivated by their employers that they will put their best once there are motivational factor in the public services, there will be a educational commitment on the side of the workers another issue to be looked into in the motivation of public services, is the issue of promotion, provision of conducive atmosphere for the improvement of the work setting a clearly defined and modernized communication network should be employed in the public services. The inability of the manager or the Director to make all the above factors available would lead to downfall in the public services performance and as such certain ugly trend needs to be redressed for optimum efficiency.


1.2 Statement of the Problem

The performance of organization and employee motivation has been the focus of intensive research effort in recent times. How well an organization motivates its workers in order to achieve their mission and vision is of paramount concern. Employees in both public and private sector organization 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 impact of employee motivation and organizational performance in Nigeria public sector. 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 monetary incentives and its removal on performance (Bergum and Lehr’s, 2004). Of these studies in Nigeria, very few assessed the impact of Employees motivation on organizational effectiveness on manufacturing sub-sector of the economy. 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 empirically analyze workers motivation and organizational performance in national center of economic management and administration in Abuja.


1.3 Objectives of the Study

Generally, this study seek to assess workers motivation and organizational performance in national center of economic management and administration in Abuja. Specific objectives are stated below.

  1. Determine whether there is a significant relationship between workers motivation and organizational performance.
  2. Determine whether career development as a motivational factor has a positive effect on organizational performance of national center of economic management and administration.
  3. Determine whether employee training as a motivational factor has a positive effect on organizational performance of national center of economic management and administration.
  4.  Determine whether adequate compensation of employees as a motivational factor has a positive effect on organizational performance of national center of economic management and administration.
  5. Determine whether performance appraisal as a motivational factor has a positive effect on organizational performance of national center of economic management and administration.

1.4 Research Question

The following research questions were raised;

  1. Is there a significant relationship between workers motivation and organizational performance?
  2. Does career development as a motivational factor have a positive effect on organizational performance of national center of economic management and administration.
  3. Does employee training as a motivational factor have a positive effect on organizational performance of national center of economic management and administration.
  4. Does adequate compensation of employees as a motivational factor have a positive effect on organizational performance of national center of economic management and administration.
  5. Does performance appraisal as a motivational factor have a positive effect on organizational performance of national center of economic management and administration.

1.5 Research Hypothesis

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

1.6 Significance of the Study

The study findings offered valuable insights to government organizations. It gave recommendations about current status of staff motivation which could form the basis of instituting measure for necessary improvement in terms of productivity. In addition other researchers in related field might find this work to be very valuable in arousing their interest for instituting a survey on aspects of staff productivity in the entire public service of the country.

The findings from this study could help to highlight those areas where there are problems among staff and thus could be of great benefit to the Accounting Officer of the government agency and the policy makers. On the other hand the results of this study could hopefully be significant in the sense that it would enable both the Management and the labour union to better understand how the various motivational factors could be harnessed to inspire staff to increase and sustain productivity. Consequently the findings from this study could help to further highlight the likely problems of frustrations and how motivation can be used to either reduce or eliminate these problems amongst staff of the public sector.


1.7 Scope of the Study

This study is focused on workers motivation and organisational performance in national center of economic management and administration in Abuja. The study will be delimited to some key variables of employees’ motivation comprising of career development, employee training, adequate compensation of employees, and performance appraisal.

Geographically, the study will be delimited to center of economic management and administration in Abuja.


1.8 Limitations of the Study

As with any human endeavor, the researcher experienced small impediments while performing the study. Due to the scarcity of literature on the subject as a result of the discourse’s nature, the researcher incurred additional financial expenses and spent additional time sourcing for relevant materials, literature, or information, as well as during the data collection process, which is why the researcher chose a small sample size. Additionally, the researcher conducted this inquiry in conjunction with other scholarly pursuits. Additionally, because only a small number of respondents were chosen to complete the research instrument, the results cannot be applied to other secondary schools outside the state. Regardless of the limits faced throughout the investigation, all aspects were reduced to ensure the best outcomes and the most productive research.


1.9 Definition of Terms

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.

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.


1.10 Organizations of the Study

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 examination of workers motivation and organizational performance in national center of economic management and administration in Abuja. 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 examination of workers motivation and organizational performance in national center of economic management and administration in Abuja. The study was specifically set to determine whether there is a significant relationship between workers motivation and organizational performance, determine whether career development as a motivational factor has a positive effect on organizational performance of national center of economic management and administration, determine whether employee training as a motivational factor has a positive effect on organizational performance of national center of economic management and administration, determine whether adequate compensation of employees as a motivational factor has a positive effect on organizational performance of national center of economic management and administration, and determine whether performance appraisal as a motivational factor has a positive effect on organizational performance of national center of economic management and administration.

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 staff of national center of economic management and administration, Abuja.


5.3 Conclusions

Organization generally are association of human beings working co-operatively towards common objective under authorities and leadership organization are designed and organized at a particular point in time to pursue goals and objectives of the organization. The role of personnel managers in an organization is to organize or perform activities that will help an organization perform all kinds of staff development programme in the organization so the importance of personnel management to an organization is to form training and development activities that will help them acquire their diverse human resources skills and keep to motivated. Based on the subject of this study, the findings shows that;

  1. There is a significant relationship between workers motivation and organizational performance.
  2. Career development as a motivational factor has a positive effect on organizational performance of national center of economic management and administration.
  3. Employee’s training as a motivational factor has a positive effect on organizational performance of national center of economic management and administration.
  4. The adequate compensation of employees as a motivational factor has a positive effect on organizational performance of national center of economic management and administration.
  5. Performance appraisal as a motivational factor has a positive effect on organizational performance of national center of economic management and administration.

5.4 Recommendations

Management of organizations should improve and increase the numbers of trainings for the staff so as to improve Performance of Workers. The management should establish cohesive financial incentives for its staff so as improve their performance. The management should ensure that all staff of various grade level are promoted as at when due in others to motivate them to perform better.


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