CHAPTER ONE
1.0 INTRODUCTION
Generally, an employee brings to the business organization a set of wants that issue from his basic needs structure. The satisfaction of there want is to some extents with the control of the make money feed their families well and enjoy better conditions of living. Hence, if working will make them earn more than they normally do, especially when they have skill and energy to do so motivation implies more incentives and inducements, which will make the workers feel more committed to duty because of the hope of the income it will aid to his regular salaries.
On various occasions, highly motivated people have achieved success despite the absence of good plans or effective organizational structure. And of course the more highly motivated the subordinate the less control is necessary to ensuring that work will be executed.
However, motivation is not a substitute for planning organizing and controlling. Motivation implies that more power has with the subordinate who may assist direction in carious ways.
An in-satisfied need creates tension, which stimulates drive within the individual. There drive generate search behaviour to find particular goals that if attained, satisfy the needs and leads to the reduction of tension. motivated employee are in a state of tension. In order to relieve this tension, they engage in activity. The greater the tension the activities to bring about the relief therefore when we see people working hard to some activity by a desire to achieving they are driven by a desire to achieving some goals that they perceive as having value to them.
Motivation and employee performance is a vital tool for achieving organizational goals. In the public sector, it is easy for the manager toad a little incentive to motivating his workers for greater performance and higher productivity.
Against the background, the estimated number of employee in National Nigeria Petroleum corporation (DSWC0 is 200 employed in Aba and 400 employed in Port Harcourt totaling 600 employed.
Therefore, research tends to finding out the problem facing Nigeria economy and employee performance. The research hope to finds out how and to what extent and improved incentives or motivation of employees in the DSWC helped in productivity and the effect of management productivity.
1.2 THEORETICAL FRAMEWORK
In research studies and report of these kinds, different approaches are usually used as a heuristic diverse to explain what really constitutes the scope of such study.
Douglas McGregor late professor of managerial at MIT State the human bid of enterprises is all a piece of assumptions management Holds about control human resources determine the whole character of the enterprise.
These assumptions determine also the quality of the successive generations management.
Douglas McGregor concluded that a manager’s new of human nature is based on one of two sets of assumptions about people and that a managers new of human nature is based on one of two sets of assumptions about people and that managers tend to mould their behaviour towards subordinates according to which set of assumption they hold. The first set of assumption, basically negative, McGregor labeled theory X and the second Y.
Under theory X the four assumptions held by the manager are:
Employee inherently dislike work and when even possible, will attempt to avoid it.
Since employee dislike work, they must be covered controlled or threatened with punishment to achieve desire goals.
Most workers place security above all other factors associated with work , and will display little ambition.
Contrary wise McGregor listed the following assumptions under theory Y.
The expenditure of physical effort in work is as natural as play or rest.
External control and the threat of punishment are not the only means of objectives to which he is committed.
Commitment to objective is a as result of the reward associated with their achievement.
The average human beings have under proper conditions not only to accept but also to seek responsibility.
There assumptions McGregor felt provided a better explanation of human nature and therefore indicated the need for a different managerial strategy in dealing with people .
The motivational implications if you accept McGregor’s analysis, is that the framework presented by Maslow. Theory X assumes the Lower order needs dominate individuals. Theory Y dominate individuals. Theory Y assumes that the higher order needs dominate. McGregor himself held to the belief that theory Y assumptions were more valid than theory X. Therefore, he proposed ideas like participation indecision-making.
Opportunities for responsible and challenging jobs, and good group relation as approaches that would maximize an employees job motivation.
Relating McGregor’s theory X and Y to present situation in DSWC, One can categorically say that most managers in the corporation use both theory X and Y.
However, for effectiveness productivity in terms of employee motivational to be ascertained in an organization the both theories X and Y should be practical zed used by only management for a better performance.
1.3 STATEMENT OF THE PROBLEM
There is a general belief in work environment that employees in state owned enterprise are not well motivated.
Delta state water corporation (DSWC). Is just one such organization. In the past six year or more, there have been charge of Negligence leveled against DSWC management Culminating into incessant Strices Agitations labour unrest and eventually how productivity evidence in shortage of petroleum product in the country. The above situation has even been brought into lime light by regular facing the DSWC, but it is regrettable that there has note the case of the problems that are apparently plunging the nation to untold hardship.
On the other hand, since employees represent the most relevant portion of the asset of the corporation. There is need to prevents the welfare of the workers. This will includes in insight of their general performance given the situation existing in the oil corporation.
Consequently, in the research intend to find out to what extent the employee in the co-operation are motivate and itsimpart on their performance.
1.4 OBJECTIVES OF THE STUDY
The study will generally attempt to contribute to solution of motivation in the Nigeria petroleum co-operation but specifically.
To ascertain whether the supervisory style has any effect on motivates staff achieves success in the absenc3e of good plan or effective organization structure.
To find out whether motivation can lead to organizational effectiveness in DSWC.
To offer suggestion on how to use motivational tools on DSWC workers to achieve greater outputs.
1.5 RESEARCH QUESTIONS.
Research process can be viewed as a four-level hierarchy of questions. However, in general a term, when mention is made of research question what comes to mind is a reflection of the general purpose of the research. They are question asked in order to locate answers to the research problems. They convert the research problem into question in specifics, thereby making them variable.
However, research problems dissolve into research questions, which are in turn converted into hypothesis for testing and providing answers to the problems, for example.
Does manager’s supervisory style affect employee’s attitude to work positively significantly.
What are the positive and significant relationship between motivation of workers and increased performance in the public sector
How the level of competence of managers of performing their duties in DSWC.
1.6 SIGNIFICANCE OF STUDY
It is expected that this will help Nigeria national petroleum in co-operation in no small measure in providing possible solution to its motivation problems.
Academically, this study constitutes a contribution in the field of public administration especially as its studies motivation and performance in the public sector.
It will help the feature researchers who will like to carry out a researcher in motivation for further consultation of performance and motivation. The study gives the researchers the opportunity to known more about DSWC.
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