The impact of motivation on the productivity of employees in an organization

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Price: 2000 Naira (BSC, MSC)

ABSTRACT

This research project entitled” The Impact of Motivation on the Productivity of Employees in an Organization” has as purpose to look for those motivational variables that affects output in an organization and also to come with long lasting solution to problems associated to output in organizations. The main objective of the research is to assess the impact of motivation on workers performance in an organization and case for the study was SO.NA.RA Limbe. The primary (questionnaires and interview) method were used to collect data from field. The method analysis is random sampling (sampling size 80) and the tools used for data analysis are descriptive statistics, percentages and frequencies. The result of this study shows that motivation has a significant effect   on organizations’ output. Some variables other than motivational factors were discovered to be having an important effect on outputs such as; these therefore let to the following recommendation: firstly managers should de-emphasize seniority and emphasize merit and hard-work as yardstick for promotion; There should be a searchlight on the leadership style in the organization and efforts should be made to promote only productive only productive and effective worker; organization should encourage initiative and creativity by allowing for some flexibility in application of rules and regulation and lastly there should be more delegation of power at all levels of the organization and more towards decentralization.

CHAPTER ONE

INTRODUCTION

  1. Background of the study

With the increase in competition today, firms’ management needs to be flexible so as to withstand such competition. One way of withstanding such competition is by ensuring that their workers have the best and just the best to encourage them to do their work well. According to Scase (2007) just getting paid for doing work is not all what is required in an employment relationship. It is also important for management to understand what motivates people to work. If this is understood then organizations can tailor their reward systems to motivate people so that they would like and want to be in such an employment relationship.

The study of motivation is concerned with why people behave in a certain way at their work place. Mitchell (1982) defines motivation as the degree to which an individual wants and chooses to engage in certain specified behaviors. Motivation is a complex phenomenon that is personal to the individual and influenced by many factors. The various need and expectation at work can be categorized as extrinsic and intrinsic motivators Mullins (2008). Extrinsic motivators are related to tangible rewards such as salary benefits, promotion prospects, working condition, training and development. Intrinsic motivators are related to psychological rewards of being appreciated and recognized for good work being valued and treated in a considerate manner gaining a sense of achievement and being able to apply their ability and skills to interesting and challenging work. According to The Times newspaper the best 100 companies are those who constantly go a long way in meeting the extrinsic and intrinsic needs of their employees. Gathering pace are also the broader concerns of work life balance opportunities, flexible working and the ethical policies of companies which are

increasingly seen as important factors in motivation among its workers. Adrian et al (2011)

In the developed world precisely in London according to the Income Data Services (2006) Tower Hamlets Council employed 10000 people who provided Local Government services to over 200000 residents in the deprived and densely populated area to the East of London city. Their staff recognition scheme “going the extra mile” was launched in 2004 to recognize outstanding practice and celebrate staff achievement at work. The scheme was to appreciate good staff and excellent services, team spirit, and individual performance important to be rewarded. Five awards were given to recognize and appreciate performance and it was noticed that there was a big success feedback.

Based on the London Stock Exchange (2003) they implemented a flexible benefit scheme which included discretionary bonus linked to individual and company performance, non contributory pension scheme, season ticket to cover travel expenses to work, private health care, life assurance, company cars and season ticket loans. Employees could choose what to have in comfort and privacy and this went a long way to improve performance (Personnel Today 2003).

The case of the developing world is different evident by the dissatisfaction and related attitudes towards work due to the unattractive working conditions. During the 1980’s many sub Saharan African countries precisely Cameroon recognized that their wage bills were too high but still workers were often unpaid and many of them decided to quit their jobs. Wage compression was still experienced with a 50% fall in the wages of workers and this lead to absenteeism and workers were demotivated. The familiar notion that people leave managers not organizations suggest that the organization concerned failed in holding managers responsible to

understand their role in motivating people and to manage performance effectively Ian &Jitendra (1997).

In order to increase work effectiveness and performance it is important to address a number of issues such as increasing motivation among employees through the use and implementation of adequate motivational techniques.

  1. 1.2      Problem Statement

In view of Halepota (2005) motivation is crucial for organizations to function. Without motivation employees will not put up their best and the company’s performance would be less efficient. This is evident in Cameroon where in recent times the labor front has been plagued with industrial unrest with workers switching from one job to another.

In Cameroon precisely in the SO.NA.RA,the workers are not properly motivated.

It is for this reason that the researcher aims to answer the fundamental question running through the work which is to identify the various motivational techniques that are being used by SO.NA.RA, and find out if limited or inadequate motivation would affect their workers productivity.

  1. 1.3      Objective of The study

The main  objective is to examine the role of motivation on    employee’s performance at the SO.NA.RA, In line with thisstudy,the specific objectives are;

  • To identify the different ways used by the organisation to motivate its workers.
  • To find out whether limited or inadequate motivations cause workers in SO.NA.RA to be less productive.
  • To examine the effect of motivation on employees productivity.
  • To make necessary recommendations.
  1. 1.4      Hypothesis

This view led to the formulation of the research questions which were formulated. It shall either be accepted or rejected based on the response of the staff of the area of the study expressed in a null (H0) and alternate (H1) form of hypothesis.

  • Inadequate motivation and performance

H0: limited or inadequate motivation doesn’t cause workers to be less productive in SO.NA.RA.

H1: limited or inadequate motivations cause workers to be less productive in SO.NA.RA.

  • Motivation and employees productivity

H0: motivation has no significant effect on employee’s productivity in SO.NA.RA H1: motivation has a significant effect on the productivity of workers in the Organisation

  1. 1.5      Scope and Limitation of the Study

The study focused on motivational measures and performance of the workers in SO.NA.RAwith attention on achieving performance out comes. The study looked at the motivational measures available toworkers in SO.NA.RA and a critical analysis on what kind of motivation measures that the organisation could use that would help enhance workers performance at the SO.NA.R.

One area of constraint was the difficulty in getting all the issued questionnaires from the selected sample and this hindered the research from getting the opinion of the various workers.

Time was also a constraint since the researcher had other courses to study.

  1. 1.6      Significance of the Study

This study is important to the SO.NA.RA. The results of this study are going to help address the problems of motivation in the organization and will also be of great importance to the management of different organization.

In addition, the study increased my knowledge on motivation and motivational researchers.

Furthermore, the findings from the study will greatly help to print out aspects of employees’ dissatisfaction and how motivation can be used to eliminate these problems.

In addition, through this study administrative scope of management and employees could be widened thus putting them in a better position to review their administration in terms of better ways of motivating workers and realizing high performances.

More so, the study is important to policy makers especially in the domain of human resource management. Members of Trade Unions are greatly touched by this study because it will help them during their negotiation meetings with employers as they need to be very careful when putting down their needs to employers.

Also, the work will help management in designing and putting in place incentives for their workers and identifying their needs and the people’s expectations at work from their commitment.

Lastly, the work will be of importance to the society as a whole in that the society will benefit from quality production which shall result from the usage of the best motivational tools to attract workers to do their best.

  1. 1.7      Organization of the Study

The study contains five chapters;

Chapter one contained the background study, problem statement, research objectives, hypothesis, scope and limitation of the study, significance and organization of the study.

Chapter two examined the relevant literature from works that have already been done on the topic. It was structured in the following form; definition of key concepts, theoretical literature and empirical literature.

Chapter three was divided into, introduction, research design, study population sample size, data sources, method of data collection, validity and reliability of instrument, data analysis.

Chapter four looked at how the data was presented and the discussion of the result

Chapter five was divided into the summary of findings, conclusion made, recommendation, and suggestions.

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