Impact of Motivation on Achieving Organizational Goals
Chapter One
PURPOSE OF THE STUDY
The purpose of the study is focused on the effect of motivation on job satisfaction in the ministry of finance, Asaba. Other objectives include the following:
- To identify whether workers are properly motivated in ensuring greater productivity and job satisfaction
- To offer comprehensively, the meaning of motivation and its disability in accomplishing task effectively and satisfactorily.
- To determine the need for motivation and various ways of motivating employees.
- To determine the impact of motivation on workers moral and output
- To ascertain the emphasis on rewarding employees for better performance.
CHAPTER TWO
REVIEW OF RELATED LITERATURE
Introduction
In the past few years, there has been great deal of studies carried out by eminent scholars in the area of the linking cord between employee motivation and organizational productivity. Organizations the world over are set up to attain specific objectivities and the achievement of such mandates to a large extent requires effective deployment and utilization of factors of production such as capital, land, materials, finance, labour, time, etc. Among the factors of production, labour (employee) has been generally recognized as the highly prized asset of any organization because it is the human component which plans, organizes, co-ordinates and puts other factors of production into effective use for attainment of organizational set goals. The obvious strategic position of employees in organization makes it imperative that they should be effectively and efficiently compensated for their labour (Ude and Coker, 2012). This is true because the realization of organizational goals could be effort in futility without committed efforts of employees in the workplace. It is along this sense that Drucker (1974) believes that the work of management should be to make people productive in order to attain optimum performance and compete favourably in the global stage through proper incentive schemes. Thus, labour as a factor of production deserves wages and other incentives as morale boosters for efficient performance which translates to organizational productivity. The strategy for boosting workers’ morale is technically termed motivation. Motivation has been conceived as a vital tool for turning on the workers to give their utmost best willingly and enthusiastically towards actualization of organizational goals while at the same time achieving job satisfaction. In other words, strengthening of workplace motivation is a powerful force for employees to achieve set goals. It elicits worker’s full participation and commitment to ensure that success is attained in the workplace. Motivation in the words of Rainey (1993:20) is “the degree to which a person is moved or aroused to act.” It is therefore, a set of psychological processes that trigger the arousal, direction and persistence of individual’s behaviour towards attainment of set targets (Greenberg and Baron, 2003; Robbins and Judge, 2008). Simply put, motivation can be seen as the state or condition of being induced to act in certain profitable ways to actualize pre-determined set goals or objectives. Overtime, workplace motivation has been extended to employees in several forms viz: good training (capacity building) policies, promotion, pay rise, personnel recognition, favourable work conditions, incentives such as bonuses, leave allowances, etc geared towards addressing the varied needs of the workforce for enhanced productivity (Adi, 2000). Thus, any manager that intends to succeed in attainment of organizational set goals must be able to incorporate the individual needs of workers into the overall organizational goals. This to a large extent elicits workers’ commitment and resolve to ensure success of the organization. It is noteworthy that individual worker’s needs always change and differ considerably from others and the ability of the management to apply appropriate motivational schemes to meet each worker’s needs will certainly go a long way to enhance organizational performance. An employee can be sufficiently satisfied with his job when his problems, needs and aspirations are identified and possible solutions given by the management to satisfy them.
CHAPTER THREE
RESEARCH METHODOLOGY
Introduction
This chapter deals with the method used in collecting data required in carrying out this research work it explains the procedures that were followed and the instrument used in collecting data.
SOURCES OF DATA COLLECTION
Data were collected from two main sources namely
-Primary source and
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 data: 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 in interested in getting information from for the study impact of motivation in achieving organizational goal 200 staff of Dangote group of companies were selected randomly 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 evaluate the impact of motivation in achieving organizational goals.
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 the impact of motivation and attainment of organizational goal.
Summary
The researcher is of the opinion that an organization runs into crises when the organizational goals are not in harmony with those of the employees. This has been the major cause of business failures in the manufacturing industry in the country today. It has also enumerated reasons for the motivation of workers in the industry and methods of doing this and is of the view that what Nigerian workers in the industry need are not satisfaction of egoistic wants but the satisfaction of their physiological needs due to the nature of the nation’s economy. The study also pointed out that it is possible for the workers in the industry to have their self-actualization needs or egoistic needs satisfied while at the same time attaining the organizational goals if the managers in the sector can adopt an integrated approach to the motivation of their workers. And this integrated approach takes into consideration the nature of task in the industry, the nature and needs of the people who perform these tasks, and the aims and objectives of the organization. It is only when the organization attains its aims and objectives at the expense of those of the workers that it runs into crises because the workers would try one way or the other to attain their own personal aims and objectives at the expense of the organization.
Conclusion
This study has examined how motivation enhanced productivity in modern business organizations. The study also has evaluated to potency of various motivation tools/strategies. It has been discovered that attainment of organizational goals will be a mirage if the needs of the workforce are not to a reasonable extent satisfied. The challenge of meeting organizational goals at the expense of the workers especially in media outfits has been the bane of productivity and effective service delivery in Nigeria. In view of the strategic role of effective motivational schemes in attracting, developing, and retaining high calibre workers, managers of private organizations are encouraged to be vest with its principles and assumptions of motivation including contending motivational theories so as to stimulate goal directed behavior among the workforce. To that extent, managers are to discover the best forces that could spur staff to goal directed behavior from time to time as satisfaction of one need leads to another need springing up for attention.
Recommendations
The study recommends that the welfare of staff be given priority over all others in the recurrent expenditure. Adequate budgetary allocations to take care of the needs of employees should be made. Management should discover what can move a staff and adequately provide for them in the budget. There should be introduced a living wage. This can be done by using economic indicators prevalent in particular periods in determining salaries and wages of employees. The National Salaries Wages Commission should be participating to allow for collective bargaining with workers and that salaries must be paid as at when due. The management of the Federal Radio Corporation of Nigeria should identify motivation forces that will best address the needs of workers in different ministries, department and agencies of government. This would take care of peculiar cases and individual differences. Employee individual goals and organizational goals should be clearly spelt out and clarifications of grey areas made. The goals should be measurable, achievable and time bound. Workers should be enlightened
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