Impact of Workplace Motivation and Commitment on Employee Efficiency, Productivity, and Growth
CHAPTER ONE
Objective Of The Study
Generally, the study will examine the impact of motivation and commitment on employees’ efficiency, productivity and growth. To achieve this, the study will further;
- Identify the financial and non-financial factors which motivates employees in an organization.
- Ascertain if motivation and commitment has an effect on employee’s efficiency.
- Ascertain if motivation and commitment has an effect on employee’s production.
- Ascertain if motivation and commitment has an effect on employee’s growth.
CHAPTER TWO
LITERATURE REVIEW
INTRODUCTION
Our focus in this chapter is to critically examine relevant literature that would assist in explaining the research problem and furthermore recognize the efforts of scholars who had previously contributed immensely to similar research. The chapter intends to deepen the understanding of the study and close the perceived gaps. Precisely, the chapter will be considered in three sub-headings:
- Conceptual Framework
- Theoretical Framework
- Empirical Framework
CONCEPTUAL FRAMEWORK
Work Place Motivation
As per the study of Mikkelsen et al. (2017), “the motivation concept referred to internal factors that impel action and to external factors that can act as inducements to action”. They further suggested that direction, intensity, and duration are the three-action influenced by motivation. Thus, understanding different employees’ motivational style will help to explain and predict the affect, cognition, and behavior patterns that are displayed by different employee (Hsiung & Tsai, 2017). Kanfer et al.(2017) argued that some common words like goals, incentives, needs, aims, wishes, wants or desires are included in motivation. According to Cameron and Green (2019) the inner force which gives energy to the individuals for the accomplishment of organizational and personal goals is known as motivation. Hence, work motivation has been referred as the process that contributes to the initiation and maintaining goal-directed performance(Larsson et al., 2018). The importance of achievement motivation in work is seen as focusing in intrinsic motivation, the level of the “motivational state in which individuals is attracted to and energized by the task itself might be obtained (Beal, 2017). This was supported by Jacoby (2018) who suggested that people can be motivated by the nature of work itself. According to the Cameron and Green (2019) the acquisition of abilities and skills of people can be affected by the motivation. Thus, through mastery and performance goals, motivation will prompt a focus on self rather than on task (Durodolu, 2016). As per the study of Breaugh et al. (2018) employee motivation can be of two types the first type is Extrinsic and the other one is intrinsic motivation. The people who have extrinsic motivation are the one who never interested in doing any kind of odd jobs, but they get ready just for the sake of getting some extra incentives such as wages or promotion, some praises and appreciations (Larsson et al., 2018). Whereas the people with intrinsic motivation are internally motivated or are self-motivated people, and for the performing their job well they just don’t need extra praise wage or any other rewards. They actually enjoy doing the challenging jobs and complete their targets efficiently (Jacoby, 2018). Though the best form of motivation is intrinsic one because it has long term and strong effects on employees because according to the (Vanek, 2017) the intrinsic motivation cannot be imposed by the management on employee as it is inherited in employees. According to another study of Froese et al.(2016), the turnover intention of the employees is also depending on effects of individual background. Through the motivation the employee turnover can be decreased.According to the Cook and Artino Jr (2016) the goals, incentives, needs or wants, aims and wishes or desires are the common enclosure of words that motivation have. So, for the achievement of goals the individual must be energetic and motivated effectively and focused on accomplishing their goals, and for the realization of objectives they agree to utilize their energies for long time period. Moodley and Hove (2018) have found that the employee turnover can be affected by the employee motivation, and they also stated that the demotivated employee tends to leave the organization. The organizational commitment job satisfaction and the employee motivation are the important factors which plays an important role in employee turnover. In an organization the most dedicated employees can give the best performance.
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.
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 thirty-six (36) questionnaires were administered to respondents of which only thirty (30) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 30 was validated for the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATIONSUMMARY
In this study, our focus was on impact of workplace motivation and commitment on employee efficiency, productivity, and growth using Presh Laboratory and Chemical Industries Limited Awka as a case study. The study specifically was aimed at highlighting identify the financial and non-financial factors which motivates employees in an organization, ascertain if motivation and commitment has an effect on employee’s efficiency, ascertain if motivation and commitment has an effect on employee’s production and Ascertain if motivation and commitment has an effect on employee’s growth. A total of 30 responses were validated from the enrolled participants where all respondent are drawn from staff of Presh Laboratory and Chemical Industries Limited.
CONCLUSION
Based on the finding of this study, the following conclusions were made:
- There is a correlation between motivation and commitment, and employee’s efficiency.
- There is a relationship between motivation and commitment, and employee’s production.
- There is a correlation between motivation and commitment, and employee’s growth.
RECOMMENDATION
Based on the responses obtained, the researcher proffers the following recommendations:
- That employees must attend any training that can help in developing their career and getting a good performance in their work.
- That in other to increase employee workplace commitment there should be a form of motivation in form of incentives like, money, promotion, and award.
REFERENCES
- Abdallah, A.B., B.Y.Obeidat, ,Aqqad, N.O., Al Janini, M.N.K.andDahiyat, S.E. (2017). An Integrated Model of Job Involvement, Job Satisfaction and Organizational Commitment: A Structural examination in Jordan’s Banking Sector. Communications and Network, Vol. 9, pp. 28-53. https://doi.org/10.4236/cn.2017.91002 2.
- Abhigna, J., & Subramanyam, K. (2017). Review of skill set requirement for proffessional carrier. International Journal of Pure and Applied Mathematics, 117(19), 423-431.
- Achieng’Nyaura, L., & Omwenga, D. (2016). Factors Affecting Employee Retention in the Hotel Industry in Mombasa County. Imperial Journal of Interdisciplinary Research, 2,
- Adams, J. S. (1963). Towards an Understanding of Inequity. Journal of Abnormal and Social Psychology, 67, 422-436.
- Aibievi, S. (2014). Training as an Essential Tool for Increasing Productivity in Organizations: Uniben in Focus. Current Research Journal of Social Sciences 6, 35-38.
