1.1 Introduction
Motivation is that which makes people put real effort and energy into what they do. Any discussion of motivation should begin with the definition of its subject matter. One may expect the motivational theories to be the perfect place to look for a generally agreed upon definition. The inquisitive reader will find, however, that the field of motivation is characterized by an abundance of different theoretical frameworks and models that make it difficult, if not impossible, to identify similarities and differences. Employees are provided satisfaction to make them loyal to hotel. But most of the organizations are still fail to satisfy their employees and to receive their loyalty at all because they do not know about the factors that help in getting employee loyalty. Our study will help these organizations to identify their shortcomings and also the factors those help in gaining the loyalty of their employees.
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
The theory motivation becomes more pronounced after the popular Hawthorne studies championed by Elton Mayo. Prior to this period, the dominate view in management science theory was to evolve – perfect organizational structure in order to improve productively in the organization. Hawthorne findings can be subsumed that productivity can only improve in organization, if human; elements are properly taken care of. Source by H. Koanth motivation generally is said to increase the morale of the staff (employees) others, salary or pay pocket, training and development, promotion and advansement, leadership style and communication process in the organization, and a host of other factors that give people the desire to perform optically. These factors are subsumed here as organizational climate for motivation.
In the same view motivation in management science refers to reward and punishment of staff which are conform to the goods of the organization. Recently, organization behavior modification (OBM) has become a concept in the management theory, principles and practice. OBM which was developed from theory of behavior modification in psychology has gained an unprecedented acceptance by the management scientist and is being applied in business situation.
By implication, reward and punishment in management of human resources constitute factors that motivate staff to be productive. Hence, positive and negative reinforcement is used to modify behavior have been integrated into management science and conceptualist so “carrot” stand for stick approach in management science has been considered. Thus, they cannot i.e. The monetary incentives advantages only motivate the staff to be productive. The stick on the other hand, instead of identifying the desired behaviour, it adopted success in suppressing while stimulating such disadvantages behavior as anger, aggression and rebellion.
In this way, management theorist who adopted approach towards workers motivation find solace in the “cannot” and stick model. The model emphasis that any worker who produces above standard rate should definitely earn a bonus for his extra products, conversely, any performance that is below rate should humiliate other measure of punishment which includes such things as dismissal, suspension, demotion withholding of salary or increment and host of other measures.
Employees are a fundamental component of service delivery in the hotel industry (Karatepe & Uludağ, 2007). As such, it is important for hotel managers to keep employees motivated all the time (Çetin, 2013). Moreover, motivating employees can positively affect the performance of employees which in turn can affect service quality and hotel occupancies. Consequently, employee motivation, plays a central role in hotel management (Wasike & Ndivo, 2015). According to Ross (2005), due to the labour intensive nature of the hotel industry, employees work under difficult situations, they work for long and, odd hours and face unpleasant experiences during the service delivery process to customers. In the delivery of hotel services, a motivated and satisfied staff is a primary concern (Kingir & Mesci, 2010). Therefore, keeping employees motivated and satisfied is very important, as customer dissatisfaction or satisfaction, with the services provided, may be influenced by employees' dissatisfaction or satisfaction levels (Çetin, 2013).
Therefore, in Nigeria where the research was carried out, the activities that was conducted is to know the Impact of Motivation on Staff Performance in the Public Sector.
1.3 Statement of Problems
Investigation revealed the problems of the existing impact of motivation on staff performance in the public sector research work;
- Low and poor performance of public servants have been attributed to lack of motivation of job security.
- Government economic agencies have fallen short of the expectation.
- Improper job specification
- Poor public servant attitude to work
- This motivational issue is not the fault of the employee. By providing feedback and ensuring the feedback is consistent, you proved the means for employees to motivate themselves to the desired behavior.
1.4 Aim and Objectives of Study
The aim of the study is to examine the Impact of Motivation on Staff Performance in the Public Sector. In achieving this aim, the following specific objectives were laid out as follows:
- To help employees rediscover their true passion in their work which results in doing the best job they possibly can;
- To raise their level of employees engagement and performance;
- To achieve more enthusiastic, satisfied and fulfilled by their rank;
- To improve customer and staff relationships; and
- To reduce frustration, stress and increased tolerance and acceptance.
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:
- Does customer and staff relationship enhance work productivity?
- Does reduced frustration and stress of work increases employee’s job tolerance and acceptance?
- What is the level of employee’s engagement and performance?
- How can employees achieve more enthusiastic, satisfied and fulfilled by their rank?
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: Monetary incentive is not a good personal management strategy for increase of performance and productivity.
- H1: Monetary incentive is a good personnel management strategies for increase of performance and productivity.
Hypothesis Two
- H0: Effective application of motivational tools cannot lead to an increase in the growth and development of an organization.
- H1: Effective application of motivational tools can lead to an increase in the growth and development of an organization.
1.7 Significance of Study
The research work will be useful to both the research, student in higher institution of learning, other researcher carryout research work on the related topic and business organization.
- It helps the researcher to test and understand the effectiveness of motivation on productivity of employees in an organization.
- It will assist the student for further learning in the area of motivation or related data and information to the study.
The research work will also help any business organization to identify the need for motivating their employees, the tools and techniques of motivating them. The benefits acquired from motivating their Employees and the effect of motivation towards productivity, performance and development in the organization.
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 this research is focused on the Impact of Motivation on Staff Performance in the Public Sector. The scope of the research will be limited to the ministry for social development headquarters Lafia and it will cover the period of three years from 2005 - 2007. This choice apart from being convergence in view of the nature, size and range of the staff that are working in the ministry headquarter, Lafia.
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
As in any project is the motivation of staff performance in the public sector, it is very significant to know the categories of organizational structure in order to improve productivities in the organization.
Motivation: It is said to be increasing the morale of the staff (employees) other salary or pay pocket, training and development, promotion and advancement.
Staff: This simply refers to the employees in an organization. Staff could mean both skilled and unskilled workforce.
Productivity: Productivity is efficiency industrial productive to be measured by some relationship between output and input in economics, productivity is defined as the ratio at what is produce. The total input of some relationship between output and input economics.
