The Relationship Between Employee Motivation and Organizational Performance of Selected Food and Beverage Companies in Ogun State. A Case Study of Nestle Nigeria Plc and Cway Foods and Beverages
CHAPTER ONE
Research Objective
The general objective of this study is to determine the relationship between employee motivation and organizational performance of selected food and beverage companies in Ogun State. The specific objectives of the research are to:
- determine the significant relationship between Remuneration and job satisfaction of selected food and beverage companies in Ogun State.
- examine the significant relationship between Team composition and organizational productivity of selected food and beverage companies in Ogun State.
- assess the significant relationship between Work flexibility and organizational effectiveness of selected food and beverage companies in Ogun State.
CHAPTER TWO
REVIEW OF RELATED LITERATURE
Introduction
According to Widagdo, et. al., (2018), the level of motivation on employee performance means of the training in a business. The problem of research is the relationship between benefits and motivation of workers with special effects of productivity of employees. Organizational achievement has become one of the multidimensional and competitive business literatures. Although the idea of organizational performance is very widespread in academic literature, there is nevertheless no unanimous agreement on its importance and calculation. Corporate progress reflects the organization’s capacity to accumulate and use its limited capital and valuables in the achievement of corporate objectives. The concept of organizational performance defined overall performance as an activities or measures to achieve an organization’s measurable goals. An entity comprises a large or small group of people working towards some shared goals under the management direction and method of achievement. The members of the group are employees of the company who help accomplish the organizational goals. Employees are important and vital to the business. They are important for the company’s operations. In order to function efficiently, employees must be positive about jobs. In the words of Almusaddar, et. al., (2018), the latest in the field of strategic, economic and human resources is important and can bring a competitive advantage to the business in competition with other companies. The employee’s performance finally relies on a number of factors including evaluation of performance, employee morality, satisfaction, remuneration and incentives, training and development, job security, organizational structure etc. Employee motivation is one of the management policies to boost employee performance. An empowered employee fulfills the basic objectives and targets he/she needs and will then concentrate his/her energies on this objective. Motivation is more successful, because prorogated workers actively look for better working conditions in order to persuade employers to empower their employees. The organization would be considered successful if its targets are met. These are typically targeting for corporate performance evaluation that are aimed at improving the benefits, productivity, profits, innovations, and market share and shareholder property. The company’s performance is generally regarded as good if its goals (efficiency) are achieved with minimal resources (efficiency). As per the view of Mendoza, et. al., (2018), the organization that performs ensures its objectives are carried out effectively and efficiently. The organization’s management concentrates on effective and enhanced efficiency, in order for the companies (matter, facilities, and financial capital), their processes and systems and their employees to achieve their strategic objectives (human resources). Thus, operative efficiency and well-being of workers by anticipated interference is determined to the performance of the company by the methods adopted. In essence, success depends on capacity, the sense of mission and the efforts being made. In exchange, the achievement of success is connected to benefits and satisfaction.
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 the relationship between employee motivation and organizational performance. 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 relationship between employee motivation and organizational performance
Summary
This study was on the relationship between employee motivation and organizational performance. Three objectives were raised which included: determine the significant relationship between Remuneration and job satisfaction of selected food and beverage companies in Ogun State, examine the significant relationship between Team composition and organizational productivity of selected food and beverage companies in Ogun State and assess the significant relationship between Work flexibility and organizational effectiveness of selected food and beverage companies in Ogun State. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from nestle nigeria plc and cway foods and beverages. Hypothesis was tested using Chi-Square statistical tool (SPSS).
Conclusion
In conclusion, the motivation of workers plays one of the foremost imperatives parts in an organization‟s performance and confidently contributes to its development and prosperities. In this manner, it is fundamental for any employers and Managers to get it what really persuades employees to work hard and how to maximize the general organizational performance. Employee motivation is one of the vigorous and most influential tools that can animate or arouse human resource either for the improvement or for the decline. So it is a touchy issue, except if Managers to confront effectively may cause obstacle in the workplace and organizational performance. Reward system is an important aspect every organization as it influences organizational performance. When employees are not rewarded appropriately for what they achieve in their performance, it can cause hindrance the organizational performance.
Recommendation
As our organizations to be well administrated and able to provide the greatest performance, employers and mangers have to clearly describe and establish employee motivation strategies that convenient competitive corporate environment. Employers and managers are very vital to give more attention the importance of reward system as to achieve organizational goals and to increase organizational performance. Managers and employers is essential to fix reward polices of the organization and try to motivate the employee of organization as to increase the performance of organization.
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