Influence of Motivation on Library Employees’ Performance and Productivity in Kashim Ibrahim Library, ABU Zaria
Chapter One
OBJECTIVE OF THE STUDY
The objectives of the study are;
- To examine the nature and characteristics of motivation that exist in the selected academic libraries
- To assess the extent to which these set of motivation parameters have influenced the performance of personnel in the selected libraries
- To evaluate the influence of motivation on the employees’ job performance and productivity
- To investigate the challenges or impediments to employee motivation in academic libraries
CHAPTER TWO
REVIEW OF RELATED LITERATURE
INTRODUCTION
The management of human resources at work is a vital component of the management process. To realise the critical importance of people in the organisation, it is imperative to recognise that the human element and the organisation go together. One way of achieving this goal and to realise the critical importance of the people in the organisation is to keep them motivated (Ghazanfar, Chuanmin, Khan & Bashir, 2011). Ali and Ahmed (2009) stated that in the information age, people are now seen as the primary source of an organisation’s competitive advantage and that human capital is more essential than financial capital in determining an organisations’ effectiveness. Since organisations are under constant pressure to enhance and improve their performance, management is looking more inwards at the interdependent relationships that exist between organisational performance and employee performance. Indeed, the importance of the human factor was put succinctly by Lawler (2003) when he stated that the way people are treated increasingly determines whether an organisation will prosper or even survive. Moreover, productivity, quality and customer relation are key areas of success in any organisation and these depend on performance of the employees. Employees will perform well if they are motivated. So, irrespective of the organizational differences, managers face a common challenge of fostering a motivating work environment. A motivated workforce is essential because the complete participation of employees will certainly drive the profitability of the organization (Carlsen, 2003). Lawler cited in Mallaiah (2009) has identified a wide range of factors that influence productivity or job performance; the more determining factors are ability and motivation. High morale plays a key role in raising productivity. Individual trait of the role occupant and occupational differences of employees all have a significant effect on performance-satisfaction linkage. More studies now divert the direction of the relationship from performance to satisfaction. The medium of rewards are usually linked with performance and satisfaction. In some cases, performance produces rewards. Motivation, according to Page (2008), is the process that accounts for anindividual’s intensity, direction and persistence of effort toward attaining a goal. Thus, from the various definitions, it can be seen that primary concerns while discussing motivation are what energizes, channelizes, and sustains human behaviour. In their contribution, Shah and Shah (2010) defined motivation as inspiring people to work, individually or in groups in such a way as to produce best results; it is the will to act. They further stated that motivation is a general term applied to the entire class of drives, desires, needs, wishes and similar forces. They noted that to say that managers motivate their subordinates is to say that they do those things which they hope will satisfy these drives and desires and induce the subordinates to act in a desired manner. Khan, Farooq and Ullah (2010) posited that organizational goals are directly proportional to the personal goals of an individual and that organizational productivity can be increased if employees are self-motivated towards their work rather than being directed. Therefore, managers play an important role in the motivation of employees. This is particularly true of service organizations such as libraries. According to Petcharak (2002), one of the main functions of the human resource manager is to keep the employees satisfied with their jobs and ensure continued motivation of employees. When the work environment is not satisfactory to the employee, his performance is poor and this ultimately leads to poor performance of the organization.
CHAPTER THREE
RESEARCH METHODOLOGY
Research design
The researcher used descriptive research survey design in building up this project work the choice of this research design was considered appropriate because of its advantages of identifying attributes of a large population from a group of individuals. The design was suitable for the study as the study sought to influence of motivation on library employees’ performance and productivity in KIL ABU Zaria
Sources of data collection
Data were collected from two main sources namely:
(i)Primary source and
(ii)Secondary source
Primary source:
These are materials of statistical investigation which were collected by the research for a particular purpose. They can be obtained through a survey, observation questionnaire or as experiment; the researcher has adopted the questionnaire method for this study.
Secondary source:
These are data from textbook Journal handset etc. they arise as byproducts of the same other purposes. Example administration, various other unpublished works and write ups were also used.
Population of the study
Population of a study is a group of persons or aggregate items, things the researcher is interested in getting information influence of motivation on library employees’ performance and productivity in KIL ABU Zaria. 200 staffs of AHMADU BELLO UNIVERSITY LIBRARY was selected randomly by the researcher as the population of the study.
CHAPTER FOUR
PRESENTATION ANALYSIS INTERPRETATION OF DATA
Introduction
Efforts will be made at this stage to present, analyze and interpret the data collected during the field survey. This presentation will be based on the responses from the completed questionnaires. The result of this exercise will be summarized in tabular forms for easy references and analysis. It will also show answers to questions relating to the research questions for this research study. The researcher employed simple percentage in the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain influence of motivation on library employees’ performance and productivity in KIL ABU Zaria
In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of motivation on library employees’ performance and productivity in KIL ABU Zaria
Summary
This study was on influence of motivation on library employees’ performance and productivity in KIL ABU Zaria. Four objectives were raised which included: To examine the nature and characteristics of motivation that exists in the selected academic libraries, to assess the extent to which these set of motivation parameters have influenced the performance of personnel in the selected libraries, to evaluate the influence of motivation on the employees’ job performance and productivity, to investigate the challenges or impediments to employee motivation in academic libraries. In line with these objectives, two research hypotheses were formulated and two null hypotheses were posited. The total population for the study is 200 selected staffs of KIL ABU Zaria. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made up of HODs, senior lecturers, librarians and nonacademic staff were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies
conclusion
Motivation plays important roles in the organisational success and work effectiveness of the employees. Motivational strategies like job security, wages and salary, relationship with colleagues, and staff appraisal, when properly applied can have great impact on the performance and productivity of employees in any academic library as investigations revealed in the KIL ABU Zaria. The implication is that when employees are happy they tend to put in their best to achieve the organisational goals. It is worthy of note that money, or financial incentives as the case may be, is not the only form of motivation for employees. To the junior workers, money may be the highest motivating factor, and this may be attributed to the country’s poor economy. While to the older employees and the professionals, money is usually secondary because they desire authority and responsibility which in turn attracts fringe benefits and allowances.
Recommendation
To this end, it is therefore recommended that employees in academic libraries should be well and adequately motivated from time to time to boost their morale for efficiency and higher productivity.
References
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