Effects of Motivation and Job Satisfaction of Office Personnel Towards Organizational Productivity
CHAPTER ONE
Objectives Of The Study
The primary aim of this study is to examine the effect of motivation and job satisfaction on Office personnel for enhanced productivity. Specifically, this study seeks to:
- Determine the role of motivation in organizational productivity.
- The impact of job satisfaction on organizational productivity.
- The relationship between employee motivation, job satisfaction and organizational productivity.
CHAPTER TWO
REVIEW OF LITERATURE
In this chapter, we focus on reviewing previous studies on personnel motivation, job satisfaction and organizational productivity. This chapter is reviewed in three major sub-headings:
The Conceptual studies
The Theoretical studies
The Empirical Review
The Conceptual Studies
Employee Productivity
Jennifer and George (2006) Argued that the performance of workers contribute directly to an organization’s level of effectiveness, efficiency and even towards the achievement of administrative goals. It also stated that a corporation’s failure to certify that its workers are motivated has a negative influence on its organizational effectiveness and efficiency thereby affecting employee’s productivity levels concerning expected goals and objectives. According to Antomioni (1999) a worker’s level of productivity is reliant on the extent at which workers believe that certain motivational desires will be fulfilled stating that workers become demoralized as such less productive once they perceive that their desires can’t be met or gratified.
Mathis and John (2003) suggested that productivity refers to a measure of the quantity and quality of work done, bearing in mind the cost of capital used. The greater the level of organizational productivity, the greater the competitive edge. This is because the costs associated with the production of goods and services are lesser. Better productivity ratios does not automatically mean that more output is manufactured; it could also mean that less workers or less financial resources and time were utilized in producing the similar output. McNamara (2003) stated that productivity may be denoted in form of quality, quantity, time and cost. He also stated that evaluating productivity has to with measuring the length of time it takes an average employee to produce a specified level of output. Although measuring productivity may seem difficult, it is however very significant since it directly affects organizational profitability.
Brady (2000) claimed that none of the resources utilized for production in the workplace are so thoroughly examined as the human capital. Most of the activities carried out in HR Systems are intended to influence worker or organizational productivity. Compensation, evaluation systems, training and development, recruitment, job characteristics are HR responsibilities directly aimed at productivity. Bernardin (2007) clearly stated that the importance of motivational factors cannot be underestimated by an organization in increasing the productivity levels of a workforce especially when trying to gain competitive advantage. He also stated that productivity may be hard to measure, but it can be evaluated in terms of effectiveness and efficiency of workers.
CHAPTER THREE
RESEARCH METHODOLOGY
Introduction
In this chapter, we would describe how the study was carried out.
Research design
The study employs quantitative descriptive survey research design to examine Effects Of Motivation And Job Satisfaction Of Office Personnel Towards Organizational Productivity.
CHAPTER FOUR
DATA PRESENTATION, ANALYSIS AND INTERPRETATION
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
SUMMARY
This study was undertaken to assess the effect personnel motivation, job satisfaction has on organizational productivity. The study was carried out in five chapters. In the first chapter, the research problem, objectives, purpose and scope were defined. A literature review was carried out under conceptual studies, theoretical and empirical studies. The studies reveals that there exists a relationship between personnel motivation and organizational productivity.
The theory adopted further explains that motivation is both and intrinsic and extrinsic need of the personnel that needs to be satisfied in order to achieve the best. The third chapter of this study describes the way and manner, the study was carried out. This study adopted the survey descriptive method of research. The NSTIF was selected as case study. Employing a purposive method of sampling, a total of 65 staffs of NSITF were enrolled in this study after due consent were sort. The findings in the fourth chapter reveals that there is a direct relationship between personnel motivation, job satisfaction and organizational productivity.
CONCLUSION AND RECOMMENDATION
Productivity is a major national and international concern. Economists see productivity as a primary determinant of competitiveness both for companies within an industry and for national economies. Productivity is also believed to be causally linked to standard of living, so increasing productivity globally is seen as the best hope for improving living conditions worldwide.
Human factors researchers have given considerable attention to how to improve human performance in the workplace and thereby increase individual productivity; they have put relatively high effort into determining how individual productivity relates to the productivity of the groups, organizations, or industries in which the individuals’ work is done.
Both employers and employees have needs to meet within an organization. Employees have got families, outside work activities and events they consider important. Businesses have services and products to deliver to customers and different obligations to stockholders and investors. It is crucial to recognize this tension. Employers implement creative approaches to make employees happy because they understand that unhappy employees are not creative and productive.
Managing an organization means that the employers are responsible for managing employees in a way that every member of the team perform and delivers to his maximum potential. The best way you can do this is to set up the workplace so that every staff member has the proper tools to perform his or her job. This may be a computer, fax machine or even proper training. It is crucial for business managers to learn these employee needs to know their industry, their workplace, and the procedures. It is also very important to understand the needs of the employees which can be unique in nature.
Employers or managers should design a performance review for the employees in an organization. The reviews should be based on the position of the employees. They should include the skills and abilities to perform the job.
The second step is to fill out a performance review for the employees every year. Managers should meet with employees to discuss their performance review.
Employers also need to explain the strengths and weaknesses of the employee at the meeting and listen to concerns, questions, and suggestions.
A training regimen should then be implemented for each division in order to increase the knowledge of the employees. Assign the highest performing employee to run the training sessions. All employees should attend the training classes to help them improve in the needed areas as you had indicated in the performance evaluation.
It is crucial to talk to employees continuously throughout the year. This will encourage the employees to be honest and open about their suggestions and concerns. You should let the employees know the communication channels available and let everyone know that the organization will meet with any employees to discuss their needs and performance.
Management should be able to Instruct supervisors and trainers to implement an open door policy.
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