1.1 Introduction
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. 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, Limitations 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.
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. No organization can hopefully succeed without the effort of the employees’ performance with focus on first bank plc as case study.
Therefore, in Imo State where the research was carried out, the activities that was conducted is to examine the impact of motivation on employee and performance in Nigeria.
1.3 Statement of Problems
In the past years there has been a steady increase in most Nigerian industries, the crisis is as a result of a poor working condition, stringent rules, poor and delayed payment of workers’ wages and salaries.
Towers, (2003) emphasized in his book titled, Working Today: Understanding What Drives Employee Engagement, quoted by Adelanwa (2013), that employee motivation was the biggest driver of organizational performance. He further stated that an organization that was able to motivate its employees and maintain it would be able to leverage their zeal and drive in order to ensure staff performance.
Again the crises also results from the failure of the top management to appreciate to human element as the most crucial factor and the determinant of attainment of goals and objectives this result into frustration which manifest itself differently by individual or workers.
1.4 Aim and Objectives of Study
The aim of the study is to examine the impact of motivation on employee and performance in Nigeria using Ministry Education in Owerri, Imo State 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 find out the relevance of motivating employees before they can perform
- To investigate the motivation of employees that is limited to salary and allowances
- To determine whether promotion is a motivating factor towards employees' performance enhancement in Rivers State University.
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?
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 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 motivation on employee and performance in Nigeria using Ministry Education in Owerri, Imo State 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.
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.
