BACKGROUND TO THE STUDY
In all organizations, whether they operate in the private or public sector, there is an increasing awareness that employees are the most important asset towards the achievement of organizational effectiveness. In this regard, organizations are concerned with how to motivate workers, make them committed and ensure their job satisfaction in order to accomplish organizational goals. Motivation means “to move” and it is derived from the Latin word mover. It is “the state of an individual’s perspective which represents the strength of his/her propensity to exert toward some particular behaviour”. Gibso (1980) motivation is an internal force which stimulates, regulates and upholds a person’s more important actions. Its existence and nature is deduced from observation and experience of behaviour. By using motivation as a tool, a manager can effectively blend organization and individual goals. Terry and Franklin (1987) explained motivation as “the need or drive within an individual that drives him/her towards goal – oriented action. Appleby (1981) defined motivation as the way urges, aspiration, drives and needs human beings direct, control and explain their behaviours. Motivation and job satisfaction are management principles used by managers in influencing their subordinates in order to be productive in their performances. While job satisfaction on the other hand, refers to a feeling of contentment experienced by someone whose performance has been recognized through performance appraisal as commensurate with what is expected of him. Therefore, if an employee is well motivated by recognizing his/her performances the employee will derive job satisfaction. Scientific management assumes that an employee is an emotional being and emphasizes the importance of encouraging cohesive work groups in which each worker has a sense of belonging. It is recognized that people possess.
1. Potential for Development
2. Capacity for assuming responsibility
3. Readiness to direct behaviour towards organizational goals
It is therefore, the basic function of a manager to create an environment which helps people recognize and develop these human characteristics through motivation. A manager is required to comprehend human behaviour in order to utilize motivation as an instrument to increase organizational productivity. Motivation is a general term applying to the entire class of drives, desires, needs, wishes and similar forces. To say that management or managers motivate their subordinates is to say they do things which they hope satisfy those drives, desires and induce the subordinates to act in a desired manner. Also, it is the responsibility of the manager to provide an environment conducive to performance, but staff motivation is the responsibility of the individual themselves (Weihrich and Koont, 2003). Individual behaviour is determined by what motivates him. Their performance is a product of both ability level and motivation, so if the managers must achieve the goals and objectives of his organization satisfactorily he has to motivate his subordinates, and also he must attempt to know the needs and expectations of his subordinates if he is to influence their behaviours and performance at work. According to (Rebis Likert (1967) every aspect of organization activities is determined by the competence. Motivation and the general effectiveness of its organization, of all the task of management, managing the human component is the central and most important task because all depends on how well it is done. The logical reasoning from the above therefore, is that the employees of the organization must be taken care of in a way as to ensure that they give their best to the realization of accepted goals.
1.2 STATEMENT OF THE PROBLEMS
The statement in this study is to find out or establish a fact whether the employees or workers in the Delta state Ministry of finance, Asaba, Delta State are well motivated, whether they are satisfied or dissatisfied with their jo. Thus, the challenge of management including Delta state Ministry of finance, Asaba is how to ensure the employees better commitment. The problem of how to motivate employees or workers towards commitment and job satisfaction remains a management task which this study set out to undertake.1.3 PURPOSE OF THE STUDY
The purpose of the study is focused on the effect of motivation on job satisfaction in the Delta state Ministry of finance, Asaba. Other objectives include the following:
1. To identify whether workers are properly motivated in ensuring greater productivity and job satisfaction
2. To offer comprehensively, the meaning of motivation and its disability in accomplishing task effectively and satisfactorily.
3. To determine the need for motivation and various ways of motivating employees.
4. To determine the impact of motivation on workers moral and output
5. To ascertain the emphasis on rewarding employees for better performance.
1.4 RESEARCH QUESTIONS
The research questions for this study include:
1. Are workers properly motivated in order to ensure productivity and job satisfaction
2. Does motivation have impact on workers moral and output?.
3. Does your ministry emphasis much on rewarding employee for excellent job performance.
4. Dose present salary motivate staff towards achieving organizational goals
1.5. RESEARCH HYPOTHESES
The following hypotheses will be tested in this study:
1. Ho: The quality of supervision will not motivate workers productivity.
Hi: The quality of supervision will motivate workers productivity.
2. Ho: A worker’s perception of what obtained in his organizational will not motivate him to greater productivity.
Hi: A worker’s perception of what obtained in his organizational will motivate him to greater productivity.
3. Ho: A worker’s perception of organizational appraisal policy will motivate him to greater productivity.
Hi: A worker’s perception of organizational appraisal policy will not motivate him to greater productivity.
4. Ho: The worker’s satisfaction with its fringe benefits will not motivate him to greater productivity.
Hi: The worker’s satisfaction with its fringe benefits will motivate him to greater productivity.
1.6 SIGNIFICANCE OF THE STUDY
This study will educate the management of the organization (especially the organization under study, Delta state Ministry of finance) on how to motivate their workers to productivity.
The findings of this study will generate people’s interest in researching into other areas of motivation in the organization will enrich the literature on motivation as a phenomenon.
Finally, the study hopes to enrich people’s knowledge in this area of organizational behaviour and management of people in the organization.
1.7 SCOPE OF THE STUDY
This study is on impact of motivation on organizational productivity. The study will also covers the various techniques of motivation and theories of motivation as they impact on employees productivity in an organization. The study will cover a period of ten (10) years of organizational performance.
1.8 Limitation of Study
The study is limited to the employees’ motivational factors,
and its effect of organizational productivity. The study does not consider other variables and as such is limited to only those areas specified above. Also, it does not cover all sectors of the Nigerian economy. The Power Holding Ministry of Nigeria is only one area of the economy that is responsible for power generation and distribution in Nigeria, and as such the study does not look into how these motivational factors work or influence productivity across other sectors.
1.9 Organization of Study
For an orderly presentation of this study, this research essay has been divided into five (5) chapter; the the finance ministry gives an introduction of the study, chapter two focuses on literature review, chapter three talk about the methodology, chapter four is the analysis and presentation of data for this study, and the last chapter summarizes the study and gives useful recommendations.
1.10 Operational Definition of Terms
The following terms were defined as used in this study:
Productivity: Is the ratio of output or production capacity of the workers in an organization. It is the relationship between the amount of one or more inputs and the amount of outputs from a clearly identified process.
Employees: are the workers in an organization, working for the accomplishment of the organizational goals. In this study, the employees are those staffs of the organization, PHCN.
Motivation: Motivation is a decision-making process, through which the individual chooses the desired outcomes and sets in motion the behaviour appropriate to them".
Adequate Motivation: These are factors (familiarity, concern and driving force), which exist or are provided in a work situation either physically or psychologically which determine the input and productivity level of the worker.
Intimacy: Intimacy or Familiarity could be described as the feeling of warmth and friendliness based on interpersonal relationship among people.
Consideration: Consideration or Concern refers to a situation where both their colleagues and managers treat staffs with understanding. In this case, there is both a personal and human touch in dealing with workers.
Morale: Moral refers to staff emotional and mental level of zeal.
Can't find what you are looking for? Hire A Researchproject Writer To Work On Your Topic or Call 0806-703-7559.
Proceed to Hire a Writer »