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THE IMPACT
OF MOTIVATIONAL FACTORS ON EMPLOYEE’S PERFORMANCE
CHAPTER ONE
INTRODUCTION
1.1.
BACKGROUND OF THE STUDY
One of the
major problems confronting management today is that of motivating to perform
assigned task to meet or surpasses predetermined standard. Motivation is that
energizing forces that induces or compels and maintains behaviour. Human
behaviour is motivated it is goals directed.
It is not
easy to motivate an individual, for the success of any motivational effort
depends on the extent of which the motivator meets the needs of the individual
employees for whom it is intended. Motivation is an internal psychological
process whose presence or absence is intended from observed performance.
In Nigeria
today, lack of proper managerial knowledge, economic depression and high rate
of unemployment have made most workers subjected to themselves, to deplorable
working conditions, which of course are the catalyst of low performance.
The
management of most organization tends to believe that workers are satisfied
with their job but unfortunately they are not.
The
disadvantage of these to the employers that workers will not put in their best
and the result will be low performance.
Managers in
most of the organization are aware of the situation in the labour market, and
as such went to capitalize on that to subject workers to deplorable working
condition. It is when one is satisfied both physically and psychologically that
such a person can perform his best. Therefore, intimidating workers or
threatening to sack can only worsen the situation. But cannot solve it.
Job
satisfaction presupposes going to work and getting believed of work done. In
Nigeria, most at times, the pay given to a worker is not commensurable to the
type of work done. This is the reason why sometimes efficient and experience
worker leave an organization for another organization that pay more or stay in
the organization and perform below expectation.
Job
dissatisfaction is quite prevalent in most organization. low performance which
comes as a result of job dissatisfaction is always the basis for conflict
between organization and workers. Managers always blame the workers for not
putting in their best, and on side of the workers they blame management for not
providing or creating an enabling environment as in motivation. Whoever may be
guilty, the bottom line is satisfying the objective of the organization, which
of course is to make enough profit to keep the organization moving.
To meet the
above object there need for both the management and employee to reach a
consensus, the management meeting the desires of the workers and in turn the
employees putting in their best in terms of performance. The workers need
security of all types; physical, psychological and economic are important for
effective and efficient performance.
Security can
serve as an incentive to some individual to remain with the organization and to
put in maximum effort in performance.
1.2 STATEMENT OF GENERAL PROBLEM
Some
organization tends to employ more personnel in order to meet the set target of
their organization’s production and to satisfy the primary demand of customer.
However, despites all these effort, there could still be inefficiency that is
performance could still be below expectation.
This
situation, which have a negative effect on sales, call for great concern and
action in order to check and make proper correction to the problem.
When an
employee is confronted with a problem in work situation, his usual reaction
will be to adopt a problem solving behaviour, which may take the form
variability in though, or action. If the variability in action and thought does
not appear to be the solution to problem, the employees can abandon the problem
and settle for less.
As a result,
motivating the personnel to find out what could be responsible becomes
inevitable.
1.3. AIMS
AND OBJECTIVE OF THE ESSAY
This study
is aimed at looking at possible areas workers can be motivated to increase
their level of performance and high productivity.
No matter
how good any organization is, it does not get any thing done properly until
people who make the organization do it.
Workers in
the past were satisfied with money management they though when that money could
boost the workers and their level of performance and efficiency.
The basic
salary of the lowest cadre of employees in the labour market has been increased
frequently but they still perform very much below the normal level expected of
them.
Even with
the best strategy in place an appropriate organizational architecture, an
organization will be effective only if its members are motivated to perform at
a high level. A key challenge for managers or organization both large and small
is to encourage employees to perform at a high level.
The
objective of this study is aims at describing what motivation is, where it
comes from and why managers need to promote high levels of it for an
organization to be effective and achieve its goals.
1.4.
SIGNIFICANT OF THE ESSAY
The
important of this study is mainly for the expansion of knowledge to ascertain
whether the employees are encourages by some motivational factors or encourage
by their habit to work hard in other to achieve organizational goals or
objectives.
From the various
studies as well as discussion mentioned earlier, it is apparent that there is
enough reason to warrant a study that will examine factors relating the effects
of motivation on employees.
Since
current investigations have revealed little scientific search in this area, the
studies will some what pioneer a search for the true position.
An
unmotivated employee is a threat to any organization concerned. When an
employees fails to achieve a goal or perceive that he cannot achieve a goal, he
feels frustrated and could develop other peculiarity characteristic of the
position in which he finds himself.
1.5. SCOPE
AND LIMITATION OF THE ESSAY
For the
purpose of this study as the topic depicts, the scope of the essay will be
focused on motivational factors on employees performance. The research covers
in a comprehensive position the principles, techniques method involved in
motivational factors.
In the
earlier stage of the study there is a detailed coverage of the objective,
principles, techniques and methods of motivation, relating to the analysis and
gathering of motivation and motivational ascertainment. At each stage, concept
are illustrated by practical example and placed into context so that the
readers are aware of the importance and relationships of the various aspects of
motivational factors.
This study
does not cover all the motivational factors contain in some advance books or
syllabuses.
1.7.
LIMITATION OF THE STUDY
It is
necessary to mention some of the limitation of this research work. The chief
limitation is the difficulty in obtaining relevant information. The polytechnic
library has related books on the subject of the study.
The method
at collected data created problem, since the researchers has to interviewing
the workers as a result of their tight working schedule. Subsequent to this
problem is the combination of academic work with the study.
Notwithstanding,
in the highlighted limitation above, it is hoped that this research will be
useful to the organization studies and other similar organization that may want
to achieve high performance through motivation of the employees.
1.8.
RESEARCH QUESTIONS
1. Does
motivational factors influence employee performance?
2. What are
the motivational factors that influence employee performance?
3. Is there
a relationship between motivational factors and employee performance?
1.9.
RESEARCH HYPOTHESIS
H0:
motivational factors do not significantly impact on employee performance
H1:
motivational factors significantly impacts on employee performance
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