AN EXAMINATION OF THE CORRELATION BETWEEN MOTIVATION AND TASK PERFORMANCE OF EMPLOYEES IN MANUFACTURING SECTOR OF CAMEROON

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

Motivation holds significant importance within organizations as it serves to uplift employee morale, facilitating goal achievement. Engaged and motivated employees contribute to the success of an organization by consistently striving to enhance their performance (Ali & Ahmed, 2019). However, the productivity stemming from motivated employees is notably high, given their intrinsic drive to excel in their tasks. Consequently, they experience satisfaction in their roles, resulting in decreased absenteeism and turnover rates. Furthermore, retaining highly motivated employees presents a challenge for managers, given their crucial role in organizational success (Kreisman, 2020). On the other hand, there has been a lot of research and interest in the relationship between employee task performance and motivation in contemporary organizational psychology and management literature. According to Deci & Ryan (2019),the driving force that starts, guides, and maintains behavior toward reaching particular goals is known as motivation. However, it is commonly acknowledged as a critical factor in determining an employee's effectiveness at work. Employees represent the human capital of an organization, and their performance significantly impacts organizational outcomes, ultimately shaping its trajectory towards prosperity or failure (Salleh et al., 2021). In contrast, task performance describes how each employee carries out the duties and obligations that have been delegated to them (Borman & Motowidlo, 2018). A motivated workforce is often associated with higher levels of performance, greater job satisfaction, and lower turnover rates (Locke & Latham, 2019). Conversely, low motivation can lead to decreased productivity, absenteeism, and overall organizational inefficiency (Pinder, 2018).

Additionally, several theories provide frameworks for comprehending the dynamics of motivation and its impact on task performance. For instance, Herzberg's Two-Factor Theory suggests that factors such as recognition, responsibility, and opportunities for growth contribute to intrinsic motivation, while factors like salary and working conditions influence extrinsic motivation (Herzberg, Mausner, & Snyderman, 1959). Similarly, Maslow's Hierarchy of Needs posits that individuals are motivated by a hierarchy of needs ranging from physiological requirements to self-actualization, with higher-level needs emerging once lower-level ones are satisfied (Maslow, 1943).Moreover, contemporary models like Self-Determination Theory emphasize the importance of autonomy, competence, and relatedness in fostering intrinsic motivation among employees (Deci & Ryan, 2020). According to this theory, individuals are inherently driven to satisfy their need for autonomy by engaging in activities that align with their interests and values, thereby enhancing their sense of competence and fostering positive relationships within the work environment.

Despite the wealth of theoretical insights, empirical research on the correlation between motivation and task performance yields mixed findings, highlighting the complexity of this relationship. While some studies demonstrate a strong positive correlation between motivation and performance (e.g., Nur Shafini Mohd Said, Amaleena Syamimie Ezzaty, Ahmad Zaidee Ahmad Suffian, Mohd Zahari Siti Rapidah and Omar Ali Suzila Mat Salleh), others suggest that the relationship may be moderated by various factors such as individual differences, situational factors, and the nature of tasks (e.g., Colquitt, LePine, & Noe, 2020). 

Furthermore, the nature of motivation itself is multifaceted, encompassing intrinsic and extrinsic factors, as well as individual differences in motivational orientation. While some employees may be primarily driven by internal factors such as a sense of purpose and achievement, others may be more responsive to external incentives such as monetary rewards and recognition (Grant, 2018).

Given the significance of motivation in driving employee performance and organizational success, it is essential to further explore the nuances of this relationship through empirical research. By identifying the factors that influence employee motivation and understanding how they translate into task performance, organizations can develop tailored strategies to enhance employee engagement, satisfaction, and productivity. Therefore, a survey will be conducted in order to examine the correlation between motivation and task performance of employees in manufacturing sector of Cameroon. 

1.2 Statement of the Problem

Maintaining a skilled workforce and optimizing task performance among is becoming more and more crucial for firms as globalization and competitiveness rise. As a result, motivation has been extensively researched throughout the years due to the literature on organizational behavior, which has recognized its significance throughout history. Any goal or desire that spurs someone to action is referred to as motivation. When an employee's requirements and expectations are met by the organization, motivation refers to their high level of voluntary effort toward organizational goals (Paşamehmetoğlu and Yeloğlu, 2016). 

Furthermore, Adelanwa (2018), that employee motivation was the biggest driver of organizational performance. He further stated that an organization that was able to motivate its employees and maintain it would be able to leverage their zeal and drive in order to ensure staff performance. Thus, it is in the light of these that the study seeks to examine the correlation between motivation and task performance of employees in manufacturing sector of Cameroon. 

1.3  Objectives of the Study

The main purpose of this study is examine the correlation between motivation and task performance of employees in manufacturing sector of Cameroon. Specifically, the study will;

Determine whether there is a significant relationship between motivation and task performance among employees

Examine the factors that affect employees' motivation in Cameroon.

Investigate the impact of motivation on the task performance of employees in Cameroon

Ascertain the intrinsic motivational factors which enhances the task performance of employees in Cameroon

Ascertain the extrinsic motivational factors which enhances the task performance of employees in Cameroon

1.4 Research Questions

The following questions have been prepared for the study:

Is there a significant relationship between motivation and task performance among employees?

What are the factors that influence employee motivation in Cameroon?

How does motivation impact the task performance of employees in Cameroon?

What are the intrinsic motivational factors that contribute to enhancing the task performance of employees in Cameroon?

What are the extrinsic motivational factors that contribute to enhancing the task performance of employees in Cameroon?

1.5 Research Hypotheses

Ho: There is no significant correlation between motivation and task performance of employees.

Ha: There is a significant correlation between motivation and task performance of employees.

1.6 Significance of the Study

In today's dynamic business environment, organizations seek to gain a competitive edge by leveraging the capabilities of their workforce. By harnessing the power of employee motivation to drive task performance, organizations will differentiate themselves from competitors, innovate more effectively, and adapt to changing market conditions. Furthermore, this research will guide managerial strategies focused on inspiring employees and optimizing their productivity. As managers will apply this information to craft incentive structures, deliver relevant feedback, and cultivate a nurturing workplace atmosphere that fosters both employee motivation and successful task completion. Additionally, subsequent researchers will use it as a literature review. This means that other students who may decide to conduct studies in this area will have the opportunity to use this study as available literature that can be subjected to critical review. Invariably, the result of the study contributes immensely to the body of academic knowledge with regard to correlation between motivation and task performance of employees in manufacturing sector of Cameroon

1.7 Scope of the study

The scope of this study is to examine the correlation between motivation and task performance of employees in manufacturing sector of Cameroon. Empirically, this study will determine whether there is a significant relationship between motivation and task performance among employees, examine the factors that affect employees' motivation in Cameroon, investigate the impact of motivation on the task performance of employees in Cameroon, ascertain the intrinsic motivational factors which enhances the task performance of employees in Cameroon and ascertain the extrinsic motivational factors which enhances the task performance of employees in Cameroon. Geographically, the study will be delimited to employees of SkyVision in Cameroon

1.8 Limitation of the study

In the course of carrying out this study, the researcher experienced some constraints, which included time constraints, financial constraints, language barriers, and the attitude of the respondents. In addition, there was the element of researcher bias. Here, the researcher possessed some biases that may have been reflected in the way the data was collected, the type of people interviewed or sampled, and how the data gathered was interpreted thereafter. The potential for all this to influence the findings and conclusions could not be downplayed. 

More so, the findings of this study are limited to the sample population in the study area, hence they may not be suitable for use in comparison to other schools, local governments, states, and other countries in the world.

 1.9 Definition of Terms

Motivation: refers to the internal and external factors that drive an individual to initiate, sustain, and direct their behavior towards achieving a particular goal.

Task performance: relates to how effectively and efficiently an individual completes the assigned or expected activities, duties, or responsibilities within a specific role or job.