1.1 Introduction
Workers motivation can be defined as the complexity of forces that inspires a person at work to intensify his desires and willingness to use his potential to perform in order to achieve organizational objectives. Motivation is the key of a successful organization to maintain the continuity of the work in a powerful manner and help organization to survive. According to Mile (2004), motivation is a condition which influences the arousal, direction and maintenance of behavior. Human needs must be satisfied, and this can cause the arousal of motivational forces (Mile, 2004). It is known fact that the principal motive of management of any organization is to make individual and people contribute positively towards the activities which it consist. So as to achieve the mission and goal of the enterprise employee motivated.
As a prelude to other parts of this study, this chapter will discuss the background upon which this study was initiated, the statement of problems that led to this study, the Aim and Objectives of the study. Others are Significance of the study, Scope of work, Research hypothesis and questions, Limitation of the study and Definition of technical terms.
1.2 Background of Study
In the olden days, the concept of motivation was simply hot to get more out of people but the old practice change during the scientific management. The famous Hawthorne experiment of the late 1920s and early 10935 set new course for management in its concept of motivating employees. Since motives are essential requirements in the understanding of employee’s behaviour they are grouped in many different ways, we shall examine the topic in the division of basic and higher heeds. There is probably no concept more important than motivation, in the study of employee’s behavior in many organizations. 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 their organizational 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.
A motives as well as directs motivate their subordinated is to say why they do those thing, which they hope will satisfy, these drives and desire as to induce in the subordinate so as to act in a desired manner if the motivation of employee is to be more productive and for it to produce at a high level of quality often required what a variety of an incentive be used in varying proportion as can best be esteemed by managerial personnel. Because of the differences in need patterns and their ever changing natures, the incentives that may be best for one group or an individual may not be effective for another of a particular time.
The use of motivational tool does not only involves the monetary aspect but also comprise non financial incentive such as transportation facilities accommodation facilities welfare services etc one need to explain the non-financial incentives aspiration the typical employer. It is describe that job should be varied or given to employee accomplished which boost their age and gives them a feeling of pride and sense of achievement more also job security can serve as an incentive which includes some individuals to remain with an organization so as to reach animal satisfactory level of performance. Hence motivation tends to be cost to their employee while it is a benefit or major source of income to employees.
Therefore, in Nigeria where the research was carried out, the activities that was conducted is to examine the Impact of Workers Motivation and It’s Effect on Productivity.
1.3 Statement of Problems
Investigation revealed that the 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 such negative 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.
1.4 Aim and Objectives of Study
The aim of the study is to examine the Impact of Workers Motivation and It’s Effect on Productivity in Nigeria using Power Holding Company of Nigeria as a case study. In achieving this aim, the following specific objectives were laid out as follows:
- To determine the relationship between motivation and employee performance;
- To investigate how motivation as a management skill help in Enhancing productivity;
- To ascertain the various motivational benefits available in Power Holding Company of Nigeria Lagos and their relationship with the Productivity of the employees;
- To examine the impact of motivation and the corresponding effect on employee Productivity; and
- To offer useful recommendation to Power Holding Company of Nigeria Lagos based on the researcher’s findings.
1.5 Research Questions
The study came up with research questions so as to be able to ascertain the above stated objectives. The specific research questions for the study are stated below as follows:
- Is there any relationship between motivation and employee performance?
- Is it necessary to motivate employees before they can perform?
- Should motivation of employees be limited to salary and allowances?
- Does promotion of employee a motivating factor towards employees' performance enhancement?
- Are employees truly motivated in the company?
- Why do people accept job in Power Holding Company of Nigeria
- What is the impact of motivation and the corresponding effect on employee Productivity?
- To what extent does motivation influence productivity of the company?
1.6 Research Hypothesis
In order to pursue the objective of this study, the following generalized statements have been designed to guide and aids in obtaining the result for the experiment to be conducted. For this work, the null hypothesis will be represented with H0 while the alternative hypothesis will be represented with hypothesis H1.
Hypothesis One
- H0: There is no significant strong relationship between employee performance and motivation.
- H1: There is a significant strong relationship between employee performance and motivation.
Hypothesis Two
- H0: It is not necessary to motivate employees before they perform.
- H1: It is necessary to motivate employees before they perform.
Hypothesis Three
- H0: Motivation of employees should not be limited to salaries and allowances.
- H1: Motivation of employees should be limited to salaries and allowances.
1.7 Significance of 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 Lagos 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 Lagos.
The research will be of great importance to various organizations and groups of employers of labor in assisting them in knowing different forms of motivation for better performance.
This study will be of immense benefit to other researchers who intend to know more on this study and can also be used by non-researchers to build more on their research work. This study contributes to knowledge and could serve as a guide for other study.
1.8 Scope of Study
The scope of the research is focused on Impact of Workers Motivation and It’s Effect on Productivity in Nigeria using Power Holding Company of Nigeria as a case study.
1.9 Limitations of the Study
During the course of this study, many things militated against its completion, some of which are:
- Time Constraint: The time frame given to accomplish this project was very short due to school academic calendar and it was carried out under pressure which made the researcher not to implement some necessary features.
- Research material: availability of research material is a major setback to the scope of the study.
- Frequent power failure: This made the researcher append more money on fuel to ensure sustainable power.
- Financial Constraint: Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).
1.10 Definition of Terms
In research of this nature it is quite necessary to define some of the key occurring terms. The essence is to make them operational in the context in which they have been used.
Motivation: It is the process that initiates, guides, and maintains goal-oriented behaviors.
Personnel: This refers to the people who work for an organization.
Performance: This is a measure of how well the personnel do in the organization so as to achieve the goals and objectives.
Satisfaction: The state of being contended pleased or the state of acquiring what one wants or need the act of satisfying.
Remuneration: This simply means in amount of money that is paid for somebody for the work that have been done.
Organizations: This refers to a group of people that forms as business club etc. together to order to achieve a particular aim this also means the act of making arrangement or preparation for something.
