Employees’ Motivation and Organizational Productivity
CHAPTER ONE
Objectives of the Study
The core objective of this study was to assess the employee motivation and organizational productivity. Therefore for the purpose of achieving this, the following specific objectives are advanced:
- to determine the role of financial and non-financial motivations and employees productivity.
- to identity the various motivational packages available in the organization under study.
- to assess how individual perception of motivation affect their job performance.
- to ascertain the degree of job satisfaction among workers in Akwa Savings and Loan Limited.
- to make recommendations that may improve the situation.
- to assess the relationship between high pay and employees performance in the organization under study.
CHAPTER TWO
REVIEW OF RELATED LITERATURE
ORGANIZATIONAL PRODUCTIVITY
Organizational productivity is one of the most studied terms in management sciences. Pitcher Partners Growth (2016) opined that organizational productivity relates to how successful an organized group of people with a particular purpose perform a function. It comprises the actual output or results of an organization as measured against its intended outputs, objectives, or goals. However, high organizational productivity exists when all the parts of an organization work together to achieve great results. Eyenubo (2013) claimed that productivity is the success of meeting predefined objectives, targets, and goals within a specified time target. Productivity is defined as the record of outcomes produced on a specified job function or activity during a specified period (Bernardin and Russel cited in Obiageli, Uzochukwu, and Ngozi, 2015). The organizational productivity of companies is driven by the quality of allocation to tangible and intangible assets, including ERM (Onafalujo, 2012). Liao, Lu, Huang, and Chiang (2012) opined employee productivity as workers’ complete ability and productiveness in the attainment of the projected value and realization of everyday jobs in line with the prescribed procedure and timeline of the organization. In the same way, Liao et al. (2012) see employee job productivity as an index for improvements, idleness, recompenses, retributions, reviews, and remuneration changes. It also gratifies the desires for employees to realize themselves. Therefore, Productivity of an employee gives room for innovativeness among employees and general firm’s productivity and innovativeness, in a manner that prosperous work of accomplished, inspired, and zealous human resources yield groundbreaking concepts for newer goods or services and also upsurge productivity quality and satisfaction of the clients (Sadikoglu and Cemal, 2010). Furthermore, Ahmad and Shahzad (2011) argued that the seeming productivity of an employee expresses the entire conviction of an employee in regards to the actions and input to the attainment of the organization’s goals and mission. They further mentioned that practices of compensation, evaluation of productivity, and practices concerning the promotion of an employee are the benchmark for the productivity of a worker. So also, Anitha (2013) stated that the productivity of an employee is a gauge or pointer of monetary or another result of the employee that has an undeviating relationship with organization productivity and accomplishment as well. Anitha (2013) additionally disclose that atmosphere in which employee performs the task and other schedules, relationship with bosses, co-employee relationship, and that of team, compensation procedure, and involvement of an employee are determining factors for productivity. Alagaraja and Shuck (2015) disclose that employee productivity can be measured using regular training and improvement. Also, Thomas and Feldman (2010) take on measures of employee productivity as core job productivity that includes in-role productivity, security productivity, and inventiveness, trailed by citizenship productivity, branded into equally targets-specific and wide-ranging organizational citizenship. Employee productivity which leads to improved corporate productivity if well-handled, can be explained to be a process for establishing a shared workforce understanding about what is to be achieved at an organization level. It is about aligning the organizational objectives with the employees’ agreed measures, skills, competency requirements, development plans, and the delivery of results. Good organizational productivity refers to employee productivity (Iqbal, Ahmad, Haider, Batool & Ain, 2013).
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.
RESEARCH DESIGN
Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled. According to Singleton & Straits, (2009), Survey research can use quantitative research strategies (e.g., using questionnaires with numerically rated items), qualitative research strategies (e.g., using open-ended questions), or both strategies (i.e., mixed methods). As it is often used to describe and explore human behaviour, surveys are therefore frequently used in social and psychological research.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of eighty (80) questionnaires were administered to respondents of which only seventy-seven (77) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 77 was validated for the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain employee’s motivation and organizational productivity. 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 employee’s motivation and organizational productivity
Summary
This study was on employee’s motivation and organizational productivity. Three objectives were raised which included: It will show the importance of motivation of employees, It will reveal the strategies likely to motivate employees for better work results, It will serve as a reference material for future researchers and It will expose the barriers to effective motivation of employees in modern day organization like the Akwa Savings Limited. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from Akwa Ibom Saving and Loans Limited, Uyo-Oron Road Branch in Akwa Ibom State. Hypothesis was tested using Chi-Square statistical tool (SPSS).
Conclusion
Recognition and empowerment play an essential part in enhancing employee motivation towards organizational tasks. By appreciating the employees for their work done and giving them participation in decision making, internally satisfies them with their job, organization and organizational environment. Thus their enthusiasm and motivation towards accomplishment of tasks increases. Thus it is concluded that appreciation and recognition of employees and employees’ tasks fulfilment stimulates them towards working with more energy and dedication to the organization. The motivated employees’ works best in the interest of the organizations which leads them towards growth, prosperity and productivity. Thus the employee motivation and organizational effectiveness are directly related
Recommendation
They should provide an atmosphere for the attainment of high productivity, which will in turn give employees a feeling of satisfaction. Employees should be given the opportunity to contribute their ideas to the affairs of the organization as this will boost their morale and consequently lead to higher productivity. Management should make positive effort towards improving and maintaining effective communication system between the three levels of management (top, middle and low) and subordinates, so that workers will be acquitted of what is expected of them by the management.
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