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MOTIVATION;
A TOOL FOR EMPLOYEES PERFORMANCE AND PRODUCTIVITY
ABSTRACT
Employees
are a company’s livelihood. How they feel about the work they are doing and the
results received from that work directly impact on organisation’s performance
and ultimately is stability. An unstable organization ultimately underperforms.
The study had the following objectives; (to establish the relationship between
motivation and higher productivity among workers, to find out any relationship
between motivational factors and work of staff and to determine how incentives
influence workers approach to work and their performance).
To achieve
these goals, a questionnaire was designed based on the objectives. The finding
of this study revealed that alongside monetary incentives, another key factor
in motivating employees is to involve them in the process aimed at attaining
organizational effectiveness because without their co-operation and support a
great deal of managerial energy may be wasted. The study concluded that efforts
should be aimed at motivating staff of all level in order to increase
productivity for higher returns.
CHAPTER ONE
INTRODUCTION
1.1. Background of the Study
It is widely
recognized in the human resource literature that promotion of the motivation of
workers in both private and public organisations leads to a higher quality of
human resources and optimum performance. Consensus is also growing among
managers about the significance of combining good human resource performance
approaches on motivation incentives to encourage good performance. Local
Government Education Authority (Ajeromi-Ifelodun) a re-known government organisation
is not an exception and the notion of workers motivation and good performance
outcomes is not new. As the organisation seeks to improve its workers
performance severe challenges exist to achieve the overall objective of the
organisation to extend adequate motivational incentives to its entire
population. Motivation theory can help us to consider the different investments
which can be made in people. Investment in workers through motivational
measures are made today with the hope of future benefits for an organisation.
“In a world
characterised by competition, customer focus and the need for speed and
flexibility, in order to get the results you want, you still have to depend on
your people to carry the day” (Storey, 2001:9). This therefore makes it a
necessity to employ “talented individuals, who need to be developed, motivated,
rewarded and provided with the organisational cultures and work processes that
will make them to be successful” (Hay group, 2000 in Storey, 2001: 9).
The study
makes a critical analysis of motivation and workers performance in Local
Government Education Authority and identifies several motivation incentives
that can help boost better performance. Its central question is: Why are
workers not performing as expected? Its assumption is that qualified and
skilled workers have assumed their rightful positions based on the job
description and specification but their performance is not satisfactory. The
research examines whether this is due to limited or inadequate motivation measures
to induce good performance. In order to do this analysis, this research used a
conceptual framework that relates the key concepts of intrinsic, extrinsic
motivators and performance management approaches to work and organisational
performance. It also engaged the use of three motivation theories in its
theoretical framework.
1.2. Statement of the Study
This study
had its focus on motivational measures and the civil servants in Local
Government Education Authority is located at Ajeromi Ifelodun (Local
Government), handling affairs of Primary and Junior Secondary school Teaching
and Non-teaching Staff in that locality.
Out of a total of approximately 72 members of staff 40 were made to
respond to the questionnaires. The success or failure of any organisation
depends greatly on the type of human resources it has (Mabonga: 2000). Human
resources translate all other resources in an organisation into visible
products (Mabonga: 2000). Bearing that in mind it is important that
organisations pay extra attention to their workers in order to attain optimum
efficiency and effectiveness at the workplace.
With the
current state of affairs in the nation in general as relating to the workforce
motivation makes it necessary to temper this optimism with caution. “The
workers are on strike again.” Over what? “They are asking for another pay rise
after the one granted just a few months ago.” What more do they want? These
statements and comments and many similar ones are reported frequently in the
news and are commented upon by watchers of development in various industry and
service organisations. The questions are often asked as to what workers in
general want from their employers. Can there be an end to the clamour for
increases in wages? Why do workers work and what induces them to give of their
best? Money only plays the role of common denominator of all things. There is a
general notion that if only government can identify other things that can
motivate the workforce apart from money, perhaps there will be a dramatic
reduction in the demand by workers for pay rises. Less time will be spent on
the annual ritual of management/workers union negotiation meetings (Badu,
2010).
The general
problem inherent in the organisational set up is low salaries, irregular
promotional structure, lack of infrastructures and lack of recognition of
workers achievements. All these tend to dampen workers morale and consequently
affect their performance. The aim of this research therefore is to find out the
type of incentive package that needs to be given to Workers of and whether
workers, given the right incentives other than money can put in their best to
contribute to the productivity and growth of the organisations to achieve the
set objectives.
1.3 Objective of the Study
The main
objective of this study is to identify obstacles hindering workers performance,
in Local Government Education Authority. The specific objectives are:
1. To establish which motivational measures
are currently in place and how effective are these.
2. To establish whether a positive
relationship exists between motivational measures and improved performance.
3. To establish ways to improve the
performance and motivation of workers.
1.4 Research Questions
The researcher
formulates the following questions to serve as a guide to the study. They are
as follows:
1. What are the reasons for either under or
over performance in Local Government Education Authority?
2. What motivation measures are currently
in place and to what extend do they motivate the staff?
3. What alternative motivational measures
can be identified in order to ensure improvement in workers performance in
Local Government Education Authority?
1.5 Statement of Hypotheses
The statistical
influence will be tested on the following:
Ho1: There
is no significant difference between employee motivation and their performance
on the job.
Ho2:There is
no significant relationship between employees’ productivity and their levels of
motivation.
1.6. Significance of the Study
The findings
from this study will help to highlight those areas where there are problems
among staff and thus will be of great benefit to the management of
organizations and policy makers. The results of this study would hopefully be
significant in the sense that it would enable both the management and the
labour union to better understand how the various incentive packages could be
harnessed to inspire staff to increase and sustain productivity. The findings
from this study would 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 organisation.
1.7. Scope of the Study
The scope of
this study will be limited to Local Government Education Authority located
along Apapa Oshodi express way Oto Whalf, Ajeromi-Ifelodun, Lagos State. Local
Government Education Authority Ajeromi-Ifelodun is a district office under the
umbrella of Lagos State Universal Basic Education Board (LSUBEB). The district
is handling the affairs of Primary and Junior Secondary school of Teaching and
Non-Teaching Staff in Ajeromi-Ifelodun. It has a workforce of 72 made up of 1
education secretary, 15 senior staff and 56 junior staff. The focus of this
study is "Motivation' a tool for employee performance and
productivity" in the organization. Data for this study are obtained from
responses from the workers of the organisation through questionnaire method.
1.8 Limitation of the Study
In studies
of this nature, time and finance have often posed much limitation especially in
the production and distribution of questionnaires. Lack of co-operation by the
respondents resulted in low response, wrong information and return of
incomplete questionnaires.
1.9 Definition of Terms and Concepts
Motivation: This is defined as an encouragement in the
form of rewards expected or obtained that influenced an employee or an
individual to put more on the work activities willingly and enthusiastically.
Motive: This
is internal state of disequilibrium, which cause individual to pursue certain
course of action in an effort to regain internal equilibrium.
Production:
This is the rate of output to input in other words, it is the degree to which
an actual meets with the expected standard performance.
Reward:
These are gains that come as a result of performing a duty. It can either be
expected or obtained.
Incentives:
These are payments made to employees over and above their basic pay in order to
encourage them to increase output. The payment is paid or made on the result
achieved.
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