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Full Project – THE EMPLOYEE MOTIVATION AND IT EFFECTS ON ORGANIZATION PERFORMANCE

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CHAPTER ONE

1.1 BACKGROUND OF THE STUDY

There is probably no concept more important than motivation, in the study of employee’s behavior in many organization. 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.

Human resources, both in private or public sector are the most assets essential in any given organization, hence must be handled with care. Motivation of the employee is the areas management should concern in other to ensure the realization of the planned goals and objective of their organization.

People go to work in organization not for the sake of work itself but with the aim of achieving their individual objective. It then follows that the key of motivation is the satisfaction of needs. A worker will be motivated if he feels his organization is helping him to satisfy needs to a reasonable extent. In view of the fact that needs are sophisticated in nature, there has been a growing importance to understand these needs by some behavioral scientists. Thus, we have a lot of motivational theories like those propounded by Abraham Maslow, Vroom, Fredrick Herzberg to mention but a few.

The needs of people are in a continuum; sometimes it could be intrinsic or extrinsic. An individual’s need, at any particular times depends on the value he places on it at that time and most times it goes hand in hand with societal values. So, different people would want and need different things in different situation and at different times. (Drucker 1974:120)

In Nigerian, a critical analysis of many enterprises would reveal that both the intrinsic and extrinsic reward for work is neglected. This problem rears its ugly head mostly in public institution like in Power Holding Company of Nigerian Enugu state.

In this age and time when every nation is striving to be on top of others technologically, politically and economically, the problem of motivation cannot be over emphasized and should not be trampled under the fact , as the will to do” is an essential ingredient of a labor force.

Management is best understood from a resource base perspective. All organization use four base kinds of inputs or resources from their environment, human, finance, materials and information resources. Management is responsible for cobbling and coordinating resources to achieve the organizational functions or activities, planning and decision making, organizing, leading and controlling.

There is a range of motivational techniques that can be used to improve productivity, reduce workforce stress and increase self confidence. Some managers believe that they can achieve result from teams by using coercing methods.

However these factors can indeed produce result, the effect will probably be much more short term and will mean that staffs are forces on achieving business objectives but rather on simply keeping their jobs.

1.2 STATEMENT OF THE PROBLEMS

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.

1.3 OBJECTIVE OF THE STUDY

To examine and know the impact of motivation on employee productivity
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 Enugu and their relationship with the productivity of the employees
To find out whether any of the benefits formally enjoyed by the employees in Power Holding Company of Nigeria Enugu has been

withdrawn. If s` o, what is the effect on the dedication and loyalty of the employees?

To offer useful recommendation to Power Holding Company of

Nigeria Enugu based on the researcher’s findings

1.4 RESEARCH QUESTIONS

This research will attempt to answer the following question

Why do people accept job in Power Holding Company of Nigeria
To what extent does motivation influence productivity of the company?
What is the impact of motivation on employee performance?
Are employee truly motivated in the company?

1.5 RESEARCH HYPOTHESIS

H₀: There are no influence of motivation in the company

H₁: There are influence of motivation in the company

H₀: There are no impact on employee performance

H₂: There are impact on employee performance

1.6 SIGNIFICANCE OF THE 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 Enugu 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 Enugu.

1.7 SCOPE AND LIMITATION OF THE STUDY

The study examined employee motivation and it effects on organization performance. The research work is limited to Power Holding Company of Nigeria Enugu. The main constraint of the research is divided into the following parts.

Time constraints- due to the short time given for the study, the researcher could not get all the required information needed for the study.

Finance- as a result of money constraint the researcher had not enough money to carry out the study beyond the level. The researcher could not visit places where necessary information relevant to the study could be obtained.

Attitude of respondents – some of the respondents were unwilling to cooperate with the researcher because they felt, they have nothing to benefit from the study both financially and otherwise. Besides they were afraid of losing their jobs, if all information needed are released to the researcher.

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Full Project – THE EMPLOYEE MOTIVATION AND IT EFFECTS ON ORGANIZATION PERFORMANCE

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Full Project – THE EMPLOYEE MOTIVATION AND IT EFFECTS ON ORGANIZATION PERFORMANCE

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