The Impact of Employee Motivation on Work Performance in the Private Organization
Chapter One
Objective of the Study
The main objective of this study is to find out the impact of employee motivation on work performance in the Private sector, specifically the study intends:
- Find out the effect of employee well-being on the productivity of an employee
- Analyze the effect of motivation on work performance in Globacom Telecom, Otta,Ogun state
- Examine the effect of employee relationship with their employers on the level of employee efficiency
- Find out the effect of compensation on the productivity level of an employee
CHAPTER TWO
REVIEW OF RELATED LITERATURE
Employee Motivation
Motivation has been derived from the word ‘motive’ meaning, needs, desires, wants or drives within the people. It is the process of stimulating people to make the desired goals. In the work related that reason goal background the psychological factors motivating the people’s behavior can be-job satisfaction, the need for money, respect and alike. One of the most important functions of management is to generate 16 desire among the employees to execute in the best of their abilities. The process of incentives consists of three stages: – i). A preferred wants or creates ii). An encouragement in which wants to arouse iii) When desires to please, the pleasure or attainment of goals achieved. Motivation is a touching reality which means needs and wants tackled by proposing an inducement plan. Motivation to employees is an internal drive of force to carry out activities related to work. The motivation is that interior drive that caused a person to decide to take action. Everyone has an activity relating to goals and objective planned in which can be motivated by different factors. By using internal and external factors organization can inspire employee spur at work. Fulfilling the employee’s needs and expectations of work and the workplace factors enables employee induced or not. These variables make motivating employees challenging. Sometime employers fail to know the important drive in accomplishing their mission and vision. Even when they understand important reasons, they miss skills and knowledge to offer a work environment that fosters employee inspiration. According to Beck (1983) four essential philosophies trigger a variety of perspectives on work stimulus. It was acknowledged as rational-economic man, social man, self-actualizing man, and complex man by Schein (1985) Theorists subscribe this approach of rational-economic man assumes as individuals solely aggravated by economic considerations, and that they are able to make rational economic decisions. Policies emphasizing pay and extrinsic return structures originate from this view of enthusiasm. For social man, the postulate is the workers 17 are basically motivated by social needs, which could or could not meet by their work. In actual fact, proponents of this idea focus on developing an environment suitable to satisfying and insist on social interrelationships at work. From the scenario of self-actualizing man, people are internally provoked, and take self-importance in their work, and gain satisfaction from their fulfillment. Within the move, workplace benefits approaches are largely performance-oriented. Lastly, the multifaceted man’s system view realizes a great variation motivated the people of motives, emotions, experiences and abilities, and that these change over time learned as new motives and new skills to change attitudes towards their jobs. Organizations supporting this perspective offer highly individualized reward structure, and environments and ways in which allow employees to do their works. Aforementioned perspectives on the views of motivation have excited many helpful and significant definitions of the construct. Schultz and Schultz (1998), regarded motivation simply the individual and work characteristics that give details why people act differently in the workplace. Beck (1983) spoken a similar scrutiny, and stated that motivation is concerned with explaining the difference in behaviour, such as some people work harder than others. Work characteristics in this regard refer to the definition characteristics of an individual’s job, for example its task range, whereas personal characteristics include those determined by an individual’s personality, for example intrinsic require for the accomplishment.
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.
POPULATION OF THE STUDY
According to Udoyen (2019), a study population is a group of elements or individuals as the case may be, who share similar characteristics. These similar features can include location, gender, age, sex or specific interest. The emphasis on study population is that it constitutes of individuals or elements that are homogeneous in description.
This study was carried to examine the impact of employee motivation on work performnce in the private organization. Globacom Telecom in Ado-Odo otta, Ogun State form the population of the study.
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 the impact of employee motivation on work performnce in the private organization. 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 impact of employee motivation on work performnce in the private organization
Summary
This study was on an analysis of the availability of instructional materials in teaching social studies. Three objectives were raised which included: Find out the effect of employee well-being on the productivity of an employee, analyze the effect of motivation on work performance in Globacom Telecom, Otta,Ogun state, examine the effect of employee relationship with their employers on the level of employee efficiency and find out the effect of compensation on the productivity level of an employee. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from Globacom Telecom, Otta,Ogun state. Hypothesis was tested using Chi-Square statistical tool (SPSS).
Conclusion
Study shows that the employee motivation has direct impact on productivity and growth. A highly motivated employee invests his / her best hard work in carrying out each and every aspect of his / her duties and responsibilities. Improved job performances of the employee will add value to the organization itself and to the employee’s productivity. The experimental resultsof this study show that the motivation of the employee has reward to the employee and the organization and the organization will keep the faithfulness of the employee at the high climax. Also, the employee will trust his /her organization, supervisor and top management. Form these observations of details it is very clear that business organizations can live and grow by taking care of their employees. In the free market economy under today’s globalization only organizations which follow high-performance paying attention on their employees can live and growth quickly and securely
Recommendation
Globacom Telecom, Otta,Ogun state should ensure that intrinsic and extrinsic rewards should be related to specific preferences Herzberg’s theory, elucidate that jobs connected factors only prevent dissatisfaction, therefore, called hygiene factors, which are associated with individual preferences.
Globacom Telecom, Otta,Ogun state should be conducting motivation or job satisfaction survey annual to understand their employee need, expectation and alike.
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