INTRODUCTION
1.1 BACKGROUND TO THE
STUDY
Although, there is general agreement among psychologists that man
experiences a variety of needs, there is considerable disagreement as to what
these needs are and their relative importance (Van Rooyen, J. 2006).
One of the basic problems in any organization is how to motivate
people to work. Motivating people to work entails, meeting their needs. This is
because people working in the organization to meet workers needs affect the
satisfaction, which the workers derive from their job.
The satisfaction that the workers derive from their job can affect
their motivation to work. People are motivated by various factors at different
times, according to Wilkinson et al (2007) the first factor is the combination
of the individual perceptions of the expectations other people have of them,
and their own expectations of themselves. This happens because people come into
work situations with various expectations.
When they arrive at the work place, they meet other people who also have
expectations of them; positive individual and group expectations serve as
positive motivational factors for the worker. This is why a balance must be
struck as much as possible between organizational objectives and individual
aspirations (Sulcas, P. 2007). The
essence of this is to ensure a situation where the individual is motivated
while the organization is achieving established objectives.Employee
Productivity
The second factor deals with the issue of self-images and concepts
as well as life experiences and personality.
These factors have to be positively motivated in the worker to
yield proactive behaviour. This can be achieved through a carefully planned
reward system, which is a type of reinforcement directed at modifying people
behaviour. Employee Productivity
Those who occupy management positions in organizations encourage
behaviour basically through the means of positive reinforcement. Positive
reinforcement boosts favourable consequences that go a long way to encourage
the repetition of particular behaviour (Adonisi, M. 2005). Employee Productivity
It is therefore important for the management to ensure
that they motivate their employees to achieve the set goals and
objectives of the organization. The management of an organization can motivate
its employees if it’s able to study the characteristics of the employee and
know what actually motivate them to productivity.Employee Productivity
It is in view of this that this study wants to look at motivation
of employees as tool for improving organizational productivity, by using the
Diamond bank plc as a case study.Employee Productivity
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.Employee Productivity
Motivating people to work entails meting their needs. There is a
great controversy over the issue of motivating people.Employee Productivity
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 Diamond bank plc as
a case study; and in doing this, the following questions arise:
1.3 RESEARCH QUESTIONS
It is in view of the above
problems that the following questions arise:
1. What are the factors that motivate employees to perform in an
organization?
2. What are the available techniques of motivating employees for
higher productivity?
3. Do motivation actually steer employees productive capacity?
4. What are the problems militating against employees motivation,
and
4. How can these problems of employees’ motivation be addressed in
order to improve productivity in the organization?
1.4 OBJECTIVES OF THE STUDY.
This research work hopes to achieve the following objectives:
To examine the factors which motivate employees to perform in the
organization
1. To look at various techniques of motivating people to
performance in the organization,
2. To ascertain the effect of motivation on workers productivity.
3. To identify the problems associated with the motivation of
workers in the organization.
4. To suggest the solutions to such problems, if any.
Finally, to improve people’s knowledge in this area of
organizational behaviour.
1.5 Research Hypotheses
The following hypotheses will be tested in this study:
1. Ho: The quality
of supervision will not motivate workers productivity.
Hi: The quality of supervision will motivate workers productivity.
2. Ho: A worker’s
perception of what obtained in his organizational will not motivate him to
greater productivity.Employee Productivity
Hi: A worker’s perception of what obtained in his organizational
will motivate him to greater productivity.
3. Ho: A worker’s
perception of organizational appraisal policy will motivate him to greater
productivity.
Hi: A worker’s perception of organizational appraisal policy will
not motivate him to greater productivity.
4. Ho: The
worker’s satisfaction with its fringe benefits will not motivate him to greater
productivity.
Hi: The worker’s satisfaction with its fringe benefits will
motivate him to greater productivity.
1.6 Significance of the
Study
This study will educate the management of the organization
(especially the organization under study, Diamond bank plc) 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 cover a period of ten (10) years of organizational
performance.
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 diamond
bank plc is one the area of the economy that is responsible for big businesses
and service rendering, and as such the study does not look into how these
motivational factors work or influence productivity across other
sectors.Employee Productivity
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, Diamond bank plc
Motivation: Motivation is a decision-making process, through which
the individual chooses the desired outcomes and sets in motion the behaviour
appropriate to them”.Employee Productivity
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.Employee Productivity
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.
REFERENCES
Adonisi, M. 2005. Antecedents of an organizational culture
that fosters corporate entrepreneurship.
People Dynamics, August 2005.
Vol. 23, No. 8. p. 6.
Sulcas, P. 2007. Are your practices producing results? People Dynamics, June 2007. Vol. 25, No. 6. p. 12.
VAN ROOYEN, J. 2006. Facing barriers beyond conscious
awareness. People Dynamics, January
2006. Vol. 24, No. 1. p. 4-5.
Wilkinson, A. Westerman, J. & Simmons, B. (2007) The effects
of work environment on the personality-performance relationship: an exploratory study. Journal of Managerial Issues. Summer
2007. Vol. 19, Issue 2. p. 288-305, 18p.
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