ABSTRACT

There is an inherent nature in man that desire self-improvement in all ramifications. Therefore an individual who finds himself in an organization where he is contributing his resource to the growth of that organization, would naturally expect something in return.         What the organization gives in return goes a long way in determining the level of commitment such an individual would show to the organization.

CHAPTER ONE

1.1INTRODUCTION/BACKGROUND OF THE STUDY:

The vast majority of accomplishment which occur in our modern society happens because group of people get involved in joints efforts. The primary objective and goal if an organization, is to achieve its aims, which come through the concerted effort’s of groups of people. For these groups of people to perform extensively as to achieving the set-organizational goals, they have to be motivated and compensated. Compensation which motivates workers may come in monetary or non-monetary forms.

“The word motivation” Come from the latin word” “movere” which means to move. It refers to the internal forces such as desires, drives and motives which kindly direct and sustain behaviour towards a goal.

However, motivation is primarily concerned with goal-directed behavious. It is concerned with answer to question of how individual behaviour is energized, directed and maintained. Individual employee tends to perform more effectively and efficiently if they are motivated, thus, increase in productivity.  A manager who is concerned with performance and productivity must know what motivates individuals. A large parts of a manger’s task is getting thing done through people. He must therefore try to understand people’s motivation.

Although, all aspects of motivation of employees cannot be provided by management as other. Influence occur outside the working environment, e.g; Environment (external).

Motivation refers to the way Urges, aspirations, drives and needs of human beings director control their behaviour. It may simply be described as keenness for a particular pattern of behaviour. To guide people’s activities in derived directions requires knowing what leads people to do things in the best way. Hicks and Gullet (1987) proposed that individuals act because of certain driving forces within them, represented by such words as; want, needs and fears. It is the process of seeking to satisfy needs that makes individuals to spend time and energy. The manger in handling his subordinates must realize, therefore, that human being have attitudes, values and sentiments which generally affect their work performance. The facts that superiors give orders to their subordinates does not guarantee the fact that subordinates will perform their duties effectively and efficiently. A good understanding of what motivates an individual employee is needed to reveal how abilities and skills are activated energized.

Many theorists have researched on how to motivate workers to perform their jobs effectively. Abraham Maslow, in his book “Motivation and Personality” (1970), claims that human motives develop in sequence according to five levels of need, i.e; physiological, safety, social, self-esteem and self-actualization. His theory assumes needs follow in sequence and when one need is satisfied it decreases in strength and the higher need then dominates behaviours. This leads to the statement that a satisfied need is not motivator.

Federick .v. Herzberg in his book work and the nature of Man (1968) presented his two factors responsible for satisfaction are different from factors responsible for dissatisfaction. There are various theories of motivation which would later be looked into.

Generally, motivation is necessary in an organization to improve performance and productivity to retain existing worker and encourage them. Where workers are not motivated, situation that can be experienced includes low productivity, high labour turnover, low morale and co-operation, low-performance and antagonistic baheviour.

To control these problem highlighted above organization may embark on attitudes survey to determine the level of motivation. Motivational strategies can then be adopted, such strategies includes, compensation, high remunerations, allowing benefits; job environment, prompt information dissemination, allowing the existence of informal groups e.t.c. It is the interest of the researcher to, examine motivation as an effective tool for employee performance and productivity, Oshodi-Isolo Local Government Area, as a case study.

1.2STATEMENT OF PROBLEM

As stated earlier, Managers in organizations need to know what motivates and individuals to perform and to increase in productivity. In most organizations, low-performance and low-productivity have spelt doom of them. As a result of no motivation, some organizations are experiencing higher labour turnover, low morale and so on.

1.3PURPOSE OF THE STUDY

This study has been carried out, purposefully to determine some pressing issue in the organization, they are include the following:

1.           The assessment of motivation on workers performance in Isolo Local Government Area.

2.           To know the various factors responsible for low performance and reduction in the level of productivity.

3.           To determine the impact and role of motivational strategies on workers effectiveness and efficiences

4.           For the purpose of analyzing the essence of monetary and non-monetary motivational instruments on performance and productivity of employees in the organization.

1.4    SIGNIFICANCE OF THE STUDY

This research work is designed to look into the impact of motivation on workers performance and organizational productivity. The work will prove that motivation is essentially a psychological issues, such as answers to questions likely; why do people work? What lead to satisfaction at work? Why do people behave the way they do? How we can encourage employees are better answered by motivation.

Performance of employees really determine the success of the organization, so to remain efficient and competitive, manager need to understand why individuals and group behave as they do. The significance of this study is to look into the factors responsible for the low-performance of workers in Isolo Local Government Area and profer adequate solution.

1.9RESEARCH HYPOTHESIS

For the purpose of this research, two hypothesis are formulated and tested. They are as follows:-

3.           H0: Employee motivation increase performance and productivity

H1: Employee motivation decrease performance and productivity

4.           H0: Monetary benefits bring about workers effectiveness and efficiency in the organization

H1: Non-Monetary benefits bring about workers effective and efficiency in the organization.                                

1.10SCOPE AND LIMITATION OF THE STUDY

The research is on the impact of motivation as an effective tool in employee performance and productivity using, Isolo Local Government Area as a case study. The research will be limited to a branch of the bank and to the Junior staffs of the organization, because they are the one relevant. The work will be limited by both financial and non-financial constraints.  The financial cost includes, the transportation fare of going to the organization to get materials and information, and to make copies of materials. The non financial constraint is majority time and unwillingness on the part of the staffs of the organization to disclose vital information.

1.11RESEARCH METHODOLOGY

Both primary and secondary course of data will be used in gathering information for this research. The researcher will make use of questionnaire and interview in getting data. The questionnaire will be distributed to the junior staffs, through random sampling technique.

The statistical instrument that will be used in analyzing the collected date would be simple percentage method.

1.12DEFINATION OF TERMS:

Various terms used in the essay are defined below;

1.           Employee Productivity: This can be defined as the output/total input, that is, the relationship between unit of labour input and unit of output.

2.           Performance: this is the outcomes to work because it provide the strongest to the strategic goals of the organization, customer, satisfaction and economic contributions.

3.           Effectiveness: This refers to the actual achievement compared with target or planned achievement, during a giving time frame.

4.           Efficiency: This refers to achievement of goals with limited amount of resources.

5.           Job Satisfaction: This refers to the attitude and feelings people have about their work.