CHAPTER ONE

1.1    INTRODUCTION

The motivation of the work force is a current topical issue in personal management that is presently attracting the attention of industrial relations practitioners. Individuals create organization to fulfill, some specific purpose. Whatever the purpose that an organization is meant to fulfill it in turn attracts other individuals who wish to become members, so they satisfy their needs for money, power achievement, interesting work, personal recognition.

Organizations are formed and are operated basically to provide services and make profit. It is the element of profit that ensures the substance of the business. This profit, however is a function of the individual employees performance that determines, that is, it is the employees performance that determines how well the organization is

able to achieve its goals. Ideally, the organization should accomplish all of its objective s and its members should satisfy all of the needs that attracted them to it, however, this idea is rarely ever attained for instance it is ordinarily not possible to promote every member of the organization, even though almost everyone wants a promotion for this and many other reasons, motivation becomes necessary in organization. Therefore, it is from that I wish to consider motivation, its motivation theories and how it has affected people at work place and its (motivation) relationships to job satisfaction.

1.2   PURPOSE OF STUDY

The purpose of this project is not to propound a new motivation theory as regards to work environment nor is the project aimed at creating new assignment for management writers but to bring brighter light and great detail of those motivation theories and their influence on

potential for job satisfaction. However, some issues may arise as a result of this project, which may call for further studies in the bahavoiural science. This project is also aimed to understand the theory and principles of motivation as a tool of management.

Motivation theory to a large extent have satisfied human needs at the workplace but to an extent, and this may point out that these theories have not satisfied the work force in view of number less strikes we have experienced virtually the industries that make up the Nigeria economy.

1.3    SIGNIFICANCE OF STUDY

Motivation theory and application cannot be explained from an organization. Motivation studies by all concerned particularly psychologists have all touched the bedrock to postulate basic factors essential for motivating employees at all levels to ensure job satisfaction. In recognition of the efficiency of motivation, their peculiar characteristics do come up with factors which they see as capable of motivating their employees. By deducting therefore, motivation within any social system, where people trade- off their time for certain compensation is certainly a necessity, hence the statement "ultimately".

People work for money because money serves as an effective substitute for all other so-called motivators (those things which induce an individual to perform e.g. higher salary, promotion, challenging jobs etc). the logical conclusion here is that In recognition of the compensation theory of work, people generally work for money, whether money can adequately serve as an effective substitute for other so-called motivators is subject to debate. Hence, it is necessary for managers to understand what motivates workers and how motivation influence work performance.

1.4    WORKING HYPOTHESIS

A hypothesis is said to be the real cause of study. It is the guiding produce for a researcher in an organization in the course of his enquiry in selecting the data necessary and finally in examining the results of the study. Hypothesis is a tentative solution to the problem being studied likely to be, accepted, rejected or modified in the course of study. Whatever outcome, it is a question or statement put in such a way that answer of some kind is being expected. Based upon these, I will want to

postulate the following hypothesis for critical evaluation and analysis:

i.       Motivation enhance job satisfaction.

ii.       Motivation theories have failed to satisfy human needs at workforce.

iii.      Money as a Motivator gives job satisfaction.

iv.      Whether Motivation and job satisfaction are closely related.

v.      Motivation facts leave a long lasting impression on the workforce.

vi.     Motivation is dependent upon the impression on the workforce.

vii.    Motivation is dependent upon the existing problems but not necessary job satisfaction.

viii.   Has motivation in any way improve job satisfaction?

ix.     Using MITV “as a case study”,.  Motivation gives job satisfaction.

x.      Motivation and job satisfaction are theories applicable in Nigerian situation.

1.5    LIMITATION OF STUDY

A study of this magnitude cannot be without certain limitations, since it attempts to study the relationship between employees/employers/motivation and job satisfaction. The study is woven around human beings of different background, sex, belief, understanding and motives, it is therefore bound to have limitation.

Moreover, there is no documented record of attempt that has been made to study the relationship between human motivation and job satisfaction at work place, and whether those motivation theories have actually enhanced, promote or discourage job satisfaction.