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IMPACT OF
EMPLOYEES MOTIVATION ON ORGANIZATIONAL PRODUCTIVITY
ABSTRACT
The study is
focused on the impact of employee motivation on organizational productivity.(A
Case Study of PHCN Okpara Avenue). The population of the study was 96, the
sample used is 83. The primary data were collected through the instrument of
questionnaire, interviews and observation. The secondary data were collected
from textbooks, journals, magazines, newspapers and libraries. The researcher
find out that employee can improve their performance if they are motivated in
the workplace. Also identify how productivity can be improved through effective
and efficient motivation. The researcher recommended that there is relationship
between motivation and performance in the organization. Money is a motivator
and also influences the worker in the organization. Management style also has
effect on the employee’s performance. In conclusion organization that intend to
grow must attain and maintain a high level of employee motivation.
CHAPTER
ONE1.1 BACKGROUND OF THE STUDYThere is probably no concept more important than
motivation, in the study of employee’s behavior in many organization. A manager
may consider motivation as an inducement (financial or otherwise) given to the
employees to ginger them to work more. By this measure, organization goals and
objectives are achieved. On the other hand, employees usually associate
motivation with some monetary values.Motivation is a pervasive function that
cuts across all aspect of employee’s development. It is often discussed by
people in any organization. Management cannot operate in isolation of their
employees because they are human beings and not machines or tools which are
utilize recklessly or in a rough manner.In today’s economy, employers have gone
beyond being just employers because of their interest in the management of
employee’s productivity. Most business personnel have realize more than ever
before that their2organizational set goals and objectivities cannot be achieved
if their employee do not perform as much as expected. This is the reason for
much concentration of effort on the concept of motivation which is concerned
with encouraging workers or employees to attain to the best of their
ability.Human resources, both in private or public sector are the most assets
essential in any given organization, hence must be handled with care.
Motivation of the employee is the areas management should concern in other to
ensure the realization of the planned goals and objective of their
organization.People go to work in organization not for the sake of work itself
but with the aim of achieving their individual objective. It then follows that
the key of motivation is the satisfaction of needs. A worker will be motivated
if he feels his organization is helping him to satisfy needs to a reasonable
extent. In view of the fact that needs are sophisticated in nature, there has
been a growing importance to understand these needs by some behavioral
scientists. Thus, we have a lot of motivational theories like those3propounded
by Abraham Maslow, Vroom, Fredrick Herzberg to mention but a few.The needs of
people are in a continuum; sometimes it could be intrinsic or extrinsic. An
individual’s need, at any particular times depends on the value he places on it
at that time and most times it goes hand in hand with societal values. So,
different people would want and need different things in different situation
and at different times. (Drucker 1974:120)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.4Management 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.51.2 STATEMENT OF THE PROBLEMSThe 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
such6negative 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.1.3
OBJECTIVE OF THE STUDY1) To examine and know the impact of motivation on
employee productivity2) To investigate how motivation as a management skill
help in enhancing productivity3) To ascertain the various motivational benefits
available in Power Holding Company of Nigeria Enugu and their relationship with
the productivity of the employees4) 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?75) 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 question1) Why do people accept
job in Power Holding Company of Nigeria2) To what extent does motivation
influence productivity of the company?3) What is the impact of motivation on
employee performance?4) Are employee truly motivated in the company?
1.5 RESEARCH
HYPOTHESIS
H0: There
are no influence of motivation in the companyH1: There are influence of
motivation in the companyH0: There are no impact on employee performance8H2:
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.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.9
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.a) Time constraints- due to
the short time given for the study, the researcher could not get all the
required information needed for the study.b) 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.c) 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.10REFERENCES
Bedeian A.G.
(1985). Management, Tokyo: The Dlyden Press CBS Publishing.Etuk E. (1981).
Towards the Theory of Motivation for the Nigeria Workshop or Organization
Benin. Paper Published.Lawal, A.A. (2004). Training and Development Behavioural
Change in Comparatix Press.McGregor D. (1960). Leadership and Motivation, New
York, Graw Hill.Ubaka, A.K. (1975). Personal Management in Nigeria, Benin City
Ethiopia Publishing Corporation
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