IMPACT OF EMPLOYEES MOTIVATION ON ORGANIZATIONAL PRODUCTIVITY

literature review

impact of employees motivation on organizational productivity. The researcher hopes that the finding and suggestions would enable for effective management of employees towards achieving organizational goals. The study will enable manager to Power Holding Company of Nigeria Enugu to identity how productivity can be improved through effective and efficient motivation.

 

CHAPTER ONE

INTRODUCTION

1.1      BACKGROUND OF THE STUDY

Motivation is one of the key elements in employee performance and productivity. Even when people have clear work objectives, the right skills, and a supportive work environment, they would not get the job done without sufficient motivation to achieve those work objectives. Mary (2000) refers to the forces within a person that affect his or her direction, intensity, and persistence of voluntary behavior as motivation. Motivation is one of the most contemporary issues in both public and private sectors management.  This is based on the understanding that motivation has a very significant role to play in the process of combining and utilizing organizational resources (men and materials) geared towards the accomplishment of organizational stated goals.  Researchers have consequently sought to explain how and why people behave the way they do and how they can be made to behave in a manner supportive of the organizational goals.  The problem of employee motivations has occupied the minds of employers and captains of industries since ages.

Hertzberg (1958) in his work, talked about what employees want, which will lead to satisfaction in the work place.  This implies that employers of labour should be concerned with two views of employee‟s job attitude, what makes them happy and what pushes them to effectiveness and efficiency in productivity and conversely what makes them unhappy and causes job dissatisfaction which leads to low productivity or performance in their work place.  It is therefore, important to understand what employers are expected to do in order to help the organization achieve its aim.  Eze (2008) stated that the easiest way of doing this is to make it possible for the workers to satisfy their own needs at least to a reasonable extent while they are working towards achieving the organizational objectives.

However, research on the impact of motivation on employees‟ productivity has been a prominent area of interest in human resource management; it has been largely ignored by public sector scholars (Behn, 1995; Reilly, 2003). This may have been occasioned by the fact that the goals of the public sector is different from those of the private sector; and contemporary scholars of public administration believe that while private sector employees are motivated to maximize their own utilities, public sector employees should seek to maximize the social welfare of the people in society (Wright, 2000). In other words, employees in the public sector should possess a motivational need for public service. This is referred to as public service motivation (March and Olsen, 1989; Perry, 2000; Wright, 2000). What this implies is that, incentives that are directed towards the self-aggrandizement of private sector employees would not apply to public servants.

For a worker to be at his/her optimum productivity level, he/she has to be well motivated.  To do that, the management must recognize among other things, the workers‟ need as opposed to the factory machines.

In Nigerian, a critical analysis of many enterprises would reveal that both the intrinsic and extrinsic reward for work is neglected. This problem rears its ugly head mostly in public institution like in Power Holding Company of Nigerian Enugu state.

In this age and time when every nation is striving to be on top of others technologically, politically and economically, the problem of motivation cannot be over emphasized and should not be trampled under the fact, as the will to do” is an essential ingredient of a labor force.

Management is best understood from a resource base perspective. All organization use four base kinds of inputs or resources from their environment, human, finance, materials and information resources. Management is responsible for cobbling and coordinating resources to achieve the organizational functions or activities, planning and decision making, organizing, leading and controlling.

There is a range of motivational techniques that can be used to improve productivity, reduce workforce stress and increase self-confidence. Some managers believe that they can achieve result from teams by using coercing methods.

However, these factors can indeed produce result, the effect will probably be much more short term and will mean that staffs are forces on achieving business objectives but rather on simply keeping their jobs. (impact of employees motivation on organizational productivity)

1.2           Statement of the Problem

The growth and development of any economy cannot be meaningful and complete if the power sector is not well footed in terms of productivity, growth and profitability.

Over the years, the poor performance of the power sector in Nigeria has been a matter of concern and debate among academics, writers, government officials and members of the public. The reason for this trend as well as the apportionment of the blame has formed the basis for a controversy. it is increasingly being realized by workers, economists and government as well as customers that the problems plaguing the country’s power sector lies in the negative attitude to work, lack of dedication and indolence among employees. it has been observed that the Nigerian employee lacks a feeling of responsibility to his job and pride in doing his work well.

The work situation in the power sector like Power Holding Company of Nigeria is characterized by low productivity and lack of dedication. This has adversely affected the power sector in the country, the results of such negative orientations are the indiscriminate loss of vital records that could have been stored, and poor decision made due to lack of accurate information which goes a long way to affect negatively to the workers. (impact of employees motivation on organizational productivity)

1.3         Objective of the Study

  • To examine and know the impact of motivation on employee

productivity

  • To investigate how motivation as a management skill help in enhancing productivity
  • To ascertain the various motivational benefits available in Power Holding Company of Nigeria Enugu and their relationship with the productivity of the employees
  • To find out whether any of the benefits formally enjoyed by the employees in Power Holding Company of Nigeria Enugu has been withdrawn. If s` o, what is the effect on the dedication and loyalty of the employees?
  • To offer useful recommendation to Power Holding Company of

Nigeria Enugu based on the researcher’s findings

1.4        Research Questions

This research will attempt to answer the following question

  • Why do people accept job in Power Holding Company of Nigeria
  • To what extent does motivation influence productivity of the company?
  • What is the impact of motivation on employee performance?
  • Are employee truly motivated in the company?
1.5 Research Hypotheses
H0:There are no influence of motivation in the company
H1:There are influence of motivation in the company
H0:There are no impact on employee performance

H2:       There are impact on employee performance

1.6      Significance of the Study

The researcher hopes that the finding and suggestions would enable for effective management of employees towards achieving organizational goals. The study will enable manager to Power Holding Company of Nigeria Enugu to identity how productivity can be improved through effective and efficient motivation. (impact of employees motivation on organizational productivity)

It will also be of benefit for policy makers in various forms of business organization. It will be of immense guide to future researchers who intends to exploit and understand further concepts of motivation as a managerial tool to enhance productivity in an organization like Power Holding Company of Nigeria Enugu.

 

 

1.7          Limitation of the Study

The research work is limited to Power Holding Company of Nigeria Enugu. The main constraint of the research is divided into the following parts.

  1. Time constraints- due to the short time given for the study, the researcher could not get all the required information needed for the study.
  2. Finance- as a result of money constraint the researcher had not enough money to carry out the study beyond the level. The researcher could not visit places where necessary information relevant to the study could be obtained.
  3. Attitude of respondents – some of the respondents were unwilling to cooperate with the researcher because they felt, they have nothing to benefit from the study both financially and otherwise. Besides they were afraid of losing their jobs, if all information needed are released to the researcher.

 

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