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CHAPTER ONE: GENERAL INTRODUCTION

1.1 INTRODUCTION

It is time that peoples participate in organizational enterprises and indeed in all kind of group in order to achieve some goals that cannot be attained as an individual. But this does not mean that will necessarily work and contribute all they can, so as to be sure that these goals are accomplished.

Motivation is an important factor which effect economic development, hence it is necessary to have an induce study of it, especially if an organization wants to maintain good human relationship with workers, as a means of increasing output.

This is also important, because we are in a dynamic society and organization problems, need a continues review.

More often than that management tends to devote attention to the application of material resources for the accomplishment of its obtrusive to the utter neglect of the human element.

Consequently, major motivation tools are usually over looked and this has led to untold implication as such undesirable behaviour as an absenteeism, a high rate of turnover, direct confrontation and restriction of output, any time they feel neglected by the management.

It is also, for those who may be considered in order of willingness to serve it. The scale gradually descends from, possible intense willingness or opposition hatred.

The per-cessions of person in a modern society always lies on the negative side with reference to any existing potentially organization.

The starting obsession contains more truth than most of us are willing to adopt. But a moment reflection will show how true it is, whether society or others, let’s ask ourselves how intensely are we willing to serve them without some document other then the fact of our membership.

The means of course, that all those who are responsible for the management of any organization must build into the entire system, factor that will induce or encourage them, to contribute as effectively and efficiency and possible.

A manager does this by building into a very possible aspect of the organizational climate, those thing which course people (employees) to act in a desire way. The problems of motivating employees is as old as organized activity itself, but it has only been within the last half century that the scientific method has been brought to bear on its solution.

This relatively short period of time has seen the beginning of the attempt to apply the conceptual and methodological tools of the behavioural science particularly psychology to the relationship between human motivation and work as well.

The question of what motivate workers to perform effectively is not easy to answer, many aspects are as characterizing and organizing what is known about the relationship between motivation and management. One terms of the assumptions which they make human problems in this way. There appear to us to be three major approaches. Let us mink those approaches as managerial or organizational strategies for stimulating motivation.

The first of these approaches might for lock of better term be described as paternalist in nature, it assumes that people will be motivated to perform their jobs effectively to the extent to which they are satisfied with the job.

The major workers are rewarded the harder they will put more effort to work the greater the extent to which an employees need satisfied in his work, the grater the extent to which he will respond effectively to work, let us look at some of the practice which are used in organization and are consistent approach.

The first thing comes to mind meet the condition that have been described above are various fringe benefits for instance, plants group insurance sub-sidized education, creation programmes, comfortable working condition and the likes, and also qualified as.

Instrument of the pertenerlistic approaches are high wage level, a cross the board promotion patterns, security and practicable implication for the relationship between the manager and the subordinates, if the manager is to apply this approach to the condition of work so that people would feel comfortable, happy and secure their primary goals and also would see to it that subordinate were able to get what they wants consequence of the support that the subordinates would display enthusiasm and loyalty.

The second approach or strategy for motivating workers within the organization has the roots in the scientific management limited in Bungudu Local Government of Zamfara State.

Based on the assumption that a worker or employee will be motivated to work if rewarded.

The clearest example of the use of reward as a means of motivating performance may be found in individual wage incentives, it also manifested such practice recognize as promoting individual on the basis of their merit and rewarding people for special accomplishment in addition are typically made contingent falling to be included working or even dismissal for violating rules and procedure.

The foundation in what psychologist have termed the awe of effective or the principles of reinforcement succinctly. It state that if a person undertake an action and this action is followed by a reward, reward the probability that the action will be repeated is increased on the other is ignored followed by a punishment that behaviour is less likely to be repeated.

Within the last twenty to twenty twice years a third approach to motivate has become dishonorable in writing of people such as Douglas Mc Gregory Norman R.F Maineo and John A. Hayes.

A motive is an inner state that energized activities or move (hence motivation) and that direct or channels behaviour toward goals or objectives, in other words motivation is a need, wishes and similar forces likewise to say that manpower motivated their subordinate, is to say that they do those thing which they hope wills satisfy these drive and desires and induce the subordinate to act in desire ways.

We can then lack motivation as involving a chain reaction, starting with felt needs resulting in want or goals sought which give rise to tension. It take only moment through to realize that at any given time an individual motivate may be quite complex and motivated by desires a new car and even these desires may be complex and complicating (should are purchase a new house or a new car) in addition an individual may relax without conflict between the time demand of a job and the desire to play a football.

Motivation are therefore these thing which induce an individual to perform, they may include higher play a prestigious title, a name on the office door, a host of things that give people a reason to perform. To be sure while will motivate reflect wants, they are perceived reward or incentives. That sharpen the driven to satisfying wants. They are also the mean by which conflicting needs may be give accentuated so that it will be given priority over another. A manager can do much sharpen motives by establishing an environment conducive to certain drives for instance, people in business which has developed reputation similarly, environment of business which has developed reputation.

A motivation, then in something that influences an individual’s behaviours, it makes a difference in what a person will do.

Obviously, in any organized enterprises management can be concerned about motivators and also inventive in affiliation by being active in social club rather than, in these motivators that no manager can exert to have the whole person since people always have desire and drive to go outside the enterprise, but, if a company or any other kind of enterprises is to be efficient and successful enough to every person drive most be stimulated and this assume satisfaction.

1.2 STATEMENT OF THE PROBLEM

A motive is what prompts to act in a ways or of a propensity for specific behaviour. Differences in understanding individual differences and behaviout unfortunately, motivation is not a simple concept.

It involve needs, wants, tension. Discomfort expectation underlying behaviour, this implies that there was push or pull towards action also it means that there was not simple dissatisfaction in the individuals relationship to his environment.

He identified goals and feels a need to engage in some behaviour that will lead towards achieving those goals, it is apparent that needs very with individual and hence lead to differential behaviours pattern to compound the matter even further an integral party or the evolution is the motivational process as some needs are satisfied, they become less important in the scheme of things.

Thus understanding individual motivation requires continual upgrading, in order to reflect the most current mix of goals which is to enhance the individual towards productivity.

1.3 RESEARCH QUESTION

Is motivation a simple concepts, does it involves need, wants, tension discomfort and expectation?
Is there any imbalance or dissatisfaction in the individual relationship to his environment?

iii. Does individual understand or motivation requirement, continual upgrading, in order to reflect the most mix of goals which can contained towards productivity?

Does individual needs vary in an organization?`

1.4 OBJECTIVE OF THE STUDY

This research work attempt to find out why personnel motivation is one of the problem that the personnel function has to grapple with, if it want to enhance effective an high in a fast industrializing nation like United State of America.

The research also to know the importance attached to workers motivation, is becoming increasing important kin modern business organization.

This research work also attempt to find out motivation as a personnel function in a organization, a case study of Nigerian Telecommunication Limited, Bungudu Local Government, Zamfara State – Nigeria.

1.5 SIGNIFICANCE OF THE STUDY

The significance of the study is to help in stimulating both students and workers of various classes whose ambition in life is to pick – up appointment in any organization as either a personnel manager or staff manager with number of problems and prospects in personnel function it is administration, planning and directing a sound company policy for the welfare of both the organization and staff in general.

Motivation as a personnel problem can be solved unless it is objectively expose of these problem by providing a basis for the solution on recommendation.

More so a study of this nature needs logical thinking (a basis for the solution as an recommendation) and critical appraised to any given solution from the part of the student, this to me is another way of effective learning in trying to understand how to solve problems locally than outside consultation.

Consequently, the study tend to embrace there major task which create and maintain a level of morale which will include full cooperation from staff is obtaining maximum efficiency throughout the various units of the organization especially in clarified definition of goals personnel function in relation to employee’s motivation.

1.6 HYPOTHESIS OF THE STUDY

For any organization to succeed in achieving its target are set goals. There must be effective personnel motivation, further hypothesis posed before understanding this research are as follows:

That personnel function is conserved with the maintenance of human relationship and ensuring the physical will being of employees.
Employee motivation as personnel function is becoming increasingly important in business and non business organization.

iii. That employee motivation is an integral part of personnel department is intimately involve with the organizational environment that is conducive for employee service that will increase employee productivity.

1.7 SCOPE AND LIMITATION

It is the researcher’s desire to explain the importance of motivation as personnel function, the task which is personnel with my best of ability and effort to attain the end that is to find a truth and document it, to help Nigeria Telecommunication Limited for further effective motivation of personnel function within its organization setup. The researcher will also be limited to NITEL Bungudu Local Government territory; because the company is large enough as a case study for such a research work.

A part from the limitation in scope, there are other problems encountered for in carrying out his counter work. The time constraints, financial problems and refused of some management staff to give adequate or proper information this may be in view of the act of keeping official secret.

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Full Project – Motivation of employees as an integral part of an organization

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Full Project – Motivation of employees as an integral part of an organization

Full Project – Motivation of employees as an integral part of an organization

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