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MOTIVATION
AND WORKER’S PERFORMANCE
ABSTRACT
The main
objective of this research was to assess the relationship between motivation
and worker’s performance. Findings from this work revealed that motivation is
the most important factor in workers performance and that financial incentives
alone cannot fully motivate workers to perform well which indicates that there
are other factors that motivate good performance. This includes; job security,
good working conditions, good working relation with colleagues and employers,
participation in decision making, training etc. On the basis of the findings
the study recommends among other things that:
- Promotion should be based on merit not
on wrong criteria or improper selection procedures which can generate feelings
of alienation, frustration, dissatisfaction and industrial conflicts
- Employees should be allowed to play an
active role in decision making in an organization because it gives them a sense
of belonging.
- Training schemes for all categories of
workers at the interval of between two to three years should be introduced. As
continuous training and development of employees at all levels is essential to
improve performance and to increase their level of commitment.
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CHAPTER ONE
INTRODUCTION
1.1
BACKGROUND TO THE STUDY
The
importance of human resources to organization is great and cannot be over
emphasized. Although there are different resources available to an
organization, people-the human resources are the most important. This is
because they manipulate other resources for the advancement and the achievement
of goals and objectives of an organization. Among animals and among primitive
men, work is motivated directly by the need for food, shelter, self defence and
by supporting social needs-the interest of the group. In pre-industrial
societies, work was motivated by need in order to attain maximum satisfaction
and is closely linked with other social activities. In modern times, work has
become divorced from other spheres of life, most people do not consume the
fruit of their labour, they paid for it. The prime aim of an organization is
goal orientation and its attainment. However, the major dilemma of every
organization is the successful accommodation of organization rationality along
side with human happiness. Having a competent human resource is necessary but
not sufficient, organizations
1
must provide
a conducive atmosphere for performance and the human resource must be willing
to realize its potentials.
Motivation
refers to a complexity of forces inspiring a person at work to intensify his
desire and willingness to use his/her potentialities to perform in order to
achieve organizational objectives Mile, (2004). It actually refers to
conditions which influence the arousal, direction and maintenance of behaviour
relevant in work setting. The motivational force is aroused as a results of
needs, which have to be satisfied Kootz et al., (1990). Human needs form the
motivational basis of human behaviour. All of us have needs, Deep (1978),
opines that need at work, at home, at play and every activity we pursue.
Therefore, motivation of employees is an important control tool and should be
adhered to in order to attain advantages like increased employee commitment,
increased productivity, and efficiency. Motivation emphasizes result oriented
management through setting of objectives and effective communication systems in
organization.
Employee
performance refers to the efficiency and effectiveness of employee in achieving
organisational objectives Kootz et al., (1990). Employee performance can be
evaluated by considering the level of absenteeism, quality of reports and time
of reporting for and leaving for duty. It’s important to note that after
recruitment, most employees
2
subsequently
expect or demand for other benefits as compensation for their time and effort
towards achievement or organizational goals apart from the standard wage or
salary Miles (2004). If the above benefits are not offered, it usually leads to
various forms of dissatisfaction which may include; high abseenteism, constant
grievances, high labour turnovers, strikes and as a result low performance of
their due duties.
1.2
STATETEMENT OF THE PROBLEM
The main aim
of any organization is goal orientation and its attainment and for any
organization to achieve its aim, there must be a well articulated and
co-ordinated activities which require administration. The proper implementation
of policy may not go along way if the workers are not adequately mobilized, encouraged
and stimulated for work. In other words the morale of the working crew have to
be boosted or aroused so that they could put in their best in reaching the
organization’s goal.
Although,
organizations differ in what they can do to motivate workers, so also people
differs in what motivate them to work. For instance, people may work hard
because of companionship, money, recognition, advancement, for future security
in the system, and sometimes because of an incentive system that rewards their
efforts. The challenge to management therefore, is to
3
recognize
and comprehend the impacts of the various motivational techniques on individual
and group behavior within the organization. Towers (2003) emphasizes that
employee motivation is perhaps the biggest driver of organizational
performance. He adds that an organization which is able to motivate its
employees and maintain it is able to leverage their zeal and drive in order to
ensure staff performance. This study is aimed at examining the impact of workers/employee
motivation on their performance.
1.3 RESREACH QUESTIONS
Employees in
organizations aspire to work in conducive environment that could facilitate
their productive effort and self realization. To this end and in line with the
research objectives, the following questions are to be examined.
i. What is the relationship between motivation
and employee performance?
ii. Can financial incentive alone fully
motivate the workers?
iii. Which motivational technique and practices
are used in Noma Children Hospital?
iv. What are the factors affecting workers
performance?
4
1.4 OBJECTIVES OF THE STUDY
The research
seeks to critically asses:
i. The relationship between
motivation and workers performance
ii. How effective is financial
incentives motivating performance
iii. The motivational technique and
practices in Noma Children Hospital Sokoto.
iv. To make recommendation on how to
improve motivational approaches and practices in Noma Hospital.
1.5 SIGNIFICANCE OF THE STUDY
This
research work will be of great important to various groups of people like
policy makers, future researcher and the management of Noma Children Hospital
Sokoto.
The research
will help the management of Noma Children Hospital to discover the effect of
motivation on employee performance. This will help them come up with better
motivation techniques which will result into improved employee performances.
The research
will also benefit the future researchers who will carry out research about the
same topic on motivation and workers performance and will learn more about
motivation practices, factors affecting employee’s
5
performance,
the relationship between motivation and employee performance among others.
The study
will benefit policy makers like the International Labour Organisation, Workers’
Union and other government organizations to come up with effective realistic
policies of motivating employees.
This
research work will be of great benefits as it will hopefully contribute
immensely to the development of the theory and practice of human resource
management in organizations, focusing on motivation as it affects performance
and satisfaction of employees.
1.6 SCOPE AND LIMITATIONS OF THE RESEARCH
This study
is confined to Noma Children Hospital Sokoto to determine the effect of
motivation or the type of motivation on workers performance.
The study
have some limitations which are:
The first
limitation is time, the available time lapse for conducting this research work
does not permit the researcher to choose a large case study. But it is believed
that what is obtained in most organization are inherently similar, except for
few environmental divergence.
Secondly,
the financial resource constraints also pose a formidable threats against a
wider coverage. It is also not out of place to state here that in a developing
country like Nigeria there is bound to be a couple of problems such as
diminutive organized literature and lack of adequate, current and reliable
materials.
1.7 CHAPTER OUTLINE/SKIP
This study
is divided into five chapters. Chapter one contained the general introduction:
the backgrounds of the study, objectives of the study, significance of the
study, research questions, scope and limitations of the study, chapterisation
and definition of terms:
Chapter two
contained the review of literatures.
Chapter
three talked about the research methodology
Chapter four
contained data presentations and analysis
Chapter five
which is the last chapter contained the summary, conclusion and
recommendations.
1.8 DEFINITION OF TERMS
Every
discipline has its own terminologies and the use of words, the field of public
administration is not left out, it has its terminologies. These terminologies
will now be defined as used in the study to facilitate understanding of the
context and content of the case study.
Intrinsic
motivation: are those rewards that can betermed “psychologicalmotivations” they
are inherent in the job itself and which the individual enjoys as a result of
successfully completing the task or attaining his goals.
Extrinsic
motivation: are those that are external to the task of the job, suchas pay,
work condition, fringe benefits, security, promotion, contract of service, the
work environment and conditions of work.
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