Employee Motivation And Productivity
(A Case Study Of Esut, Enugu)
Employee motivation is a critical factor influencing productivity within organizations, as it directly impacts the engagement and effort exerted by employees in their tasks and projects. Motivated employees tend to demonstrate higher levels of commitment, creativity, and perseverance, leading to enhanced productivity levels. Various strategies can be employed to foster motivation, including providing opportunities for skill development and advancement, offering recognition and rewards for achievements, promoting a positive work culture that values collaboration and autonomy, and ensuring clear communication of goals and expectations. By prioritizing employee motivation through these strategies, organizations can cultivate a more dynamic and energized workforce, ultimately driving greater productivity and contributing to overall success.
According to N. C. Abah, motivation is the mind to do a thing because that thing has meaning to the person doing it. (N. C. Abah 1997: 115)Also Emma E. O. Chukwuemeka said that for an individual to be motivated, he must believe that an act on his part must be followed by a given outcome. (Chukwuemeka 1998: 171). Motivation has been defined in terms of how behaviour get started and how it is sustained, is directed, stopped and how it is sustained, is directed stopped and what kind of subjective reaction is present in the organism while all this is going on. (Jonesty Rored) Nebraska symposium on motivation as quoted by N. C. Chantsl pg 97 in his book public personnel and Administration).
The relationship between motivation and productivity is the backbone of this research work. The project is an arduous attempt to study the productivity, using Enugu State University of Science and Technology, (ESUT) as a test group. Specifically, the research intends to isolate and analyse the motivational techniques employed by analyse the motivational techniques employed by the mentioned university to solicit workers co-operation.
Methodologically, this study is descriptive and pattern of descriptive analysis is based on answers to certain research questions formulated by the researcher.
Statistically tool of the chi-square (x2) is used in analyzing the views of the respondents, the high lights drawn thereof;
1. Promotion of the Enugu State University of Science and Tec is a factor of Educational qualification and handwork.
2. The workers – boss relationship affects the overall productivity of the organisation.
3. Bureaucratic processes do not prevent the formulating and implementing effective staff maintenance technique.
Title page
Approval page
Dedication
Acknowledgements
Table of contents
List of tables
Abstract
CHAPTER ONE
Introduction
1.1 Background of the study
1.2 Statement of the problem
1.3 Objective of the study
1.4 Scope of the study
1.5 Significance of the study
1.6 Definition of terms
References
CHAPTER TWO
Review of Related Literature
2.1 Introduction
2.2 Motivation – A theoretical discourse
2.3 Abraham Maslow Hierarchy of need theory
2.4 Fredrick Herzberg’s two-factor theory
2.5 Douglas Mcgregor’s Theory X and Theory Y
2.6 The concept of productivity
2.7 Enugu State University of Science and Technology; background information.
2.8 The governance of the university
2.9 The registry
2.10 Motivation in Enugu State University of Science and Technology
2.11 Discipline procedure
2.12 Suspension
2.13 Summary of the literature reviewed
References
CHAPTER THREE
Methodology
3.1 Research design
3.2 Area of the study
3.3 Population of the study
3.4 Sample and sampling procedure
3.5 Instrument for data collection
3.6 Validation of the instrument
3.7 Reliability of the study
3.8 Method of data collection
3.9 Method of data analysis
CHAPTER FOUR
Data presentation and analysis
CHAPTER FIVE
Discussion, implications and recommendation
5.1 Discussion of results
5.2 Conclusion
5.3 Implication of the result
5.4 Recommendation
5.5 Suggestion for further research
5.6 Limited of the study
References
Bibliography
Questionnaire
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
In any given state different utility functions are performed. Some of these function services can be produced by private individuals but the cost will be high as to be beyond the financial reach of every individual who requires such essential goods, functions and services. In order to avoid such situations government decides to provide these essential functions and services itself. In doing so, the government does not want such services reasons to be under taken by a government departments or agency but instead sets up special institution, gives them legal and economic advice of edicts, decrees or acts of parliament to provide essential services. Among others, such organisation so set up became known broadly as state university or polytechnic.
Enugu state university of science and technology is Enugu state owned institution of higher learning established by the former Governor of Anambra State Chief (Hon) Dr. Jim ifeanyichuwku Nwobodo in 1980 following the creation of Enugu state in 1991, it became Enugu State University of Science and Technology. The institution is changed with the training of middle and high level manpower, carrying out research geared towards solving human problems among others. To achieve these goals and objectives, the university was staffed with different member of academic and non-academic staff.
Thus, all activities of any organizations are initiated and determined by the persons who make up that institution.
Dale Yoder (1972: 225) argues in affirmative, he contends that working organisations presumably begin with knowing the requirement of people, what ever may be their organisational goals and objectives, they can be implemented only through the end for the capabilities of people. Organisational structure must be manned or staffed, if they are to accomplish anything.
Human effort therefore is central to the attainment of any organisational goal.
The ability to motivate workers in any organisation will go a long way to enhance the organisational out put and productivity. Achievement of the workforce.
1.2 STATEMENT OF PROBLEM
1. ESUT staff are not paid as at when due, these had resulted in poor performance of staff.
2. The staff of ESUT are not usually exposed to in service and other training programmes which had resulted to inefficiency.
3. ESUT staff are not promoted based on merit but on whether the affected officer knew those in authority and it had caused low productivity, poor performance workers.
4. Incessant strike actions by staff of Enugu State University of Science and Tec, had also affected productivity of staff.
1.3 PURPOSE/OBJECTIVES OF THE STUDY
The search for solution to the problems of motivation and productivity in Enugu State University of Science and Technology has almost proved futile. Those problems are multifarious and have provoked series of researches on how to reduce these anomalies to the warmest minimum and make Enugu University of Science and Technology (ESUT) achieve better result (training of Manpower).
It is the objective of this research to show that if the motivational strategies are effective, Enugu State University of Science and Technology (ESUT) can improve her level of performance.
Therefore, the specific objective or purpose of this research could be narrowed down as follows:
a. To examine the effectiveness of the existing motivational strategies like in service and other training programes in ESUT.
b. To examine the factors effecting the non-payment of salaries in ESUT.
c. To identify possible steps to be taken in order to solve the problems of low productivity. This will include determining the extent workers negative emotion affects productivity in the institution.
d. To identify and pin down other variables that impede productivity in ESUT like incessant strike actions by the staff and others if different from the above.
1.4 SCOPE OF THE STUDY
The scope of this study is to identify and make recommendation on the effect motivation and productivity. In this regard, Enugu State University of Science and Technology was used as a case study. The study is meant for workers and staff of the university only.
Though this study is limited to ESUT, the findings and recommendations will all be applicable to other universities and tertiary institutions across the country.
1.5 RESEARCH HYPOTHESIS
According to E. C. Osuala, a hypothesis is a conjectural statement of the relationship between two or more variables.
Oji and Chukwuemeka (1999: 35) also contend that hypothesis are always in declarative sentence form. Therefore, it is not a question.
For the purpose of this study, the following hypothesis will be tested. They include;
Ho: Increased productivity in ESUT did not impede as a result of poor motivational strategies.
Hi. Increased productivity in ESUT is impede as a result of poor motivational strategies.
Ho: The economic crunch experienced nation wide did not impede the favourable result of motivational factors.
Hi: The economic crunch experienced nation wide impede the favourable result of motivational factors.
Ho: Poor attitude to work did not impede productivity in Enugu State University of Science and Technology.
Hi: Poor attitude to work impede productivity in Enugu State University of Science and Technology.
Ho: Poor attitude to work impede productivity in Enugu State University of Science and Technology.
Hi: Poor attitude to work impede productivity in Enugu State University of Science and Technology.
1.6 THE SIGNIFICANCE OF THE STUDY
Research arises according to Charles Worth, when there are problem to solve, peculiarities or puzzles about phenomena or the question of giving meaning to them.
Charles Wroth, (1980: 55) there are many reasons for the study of motivation and productivity in Enugu State University of Science Technology. One hinges on the importance of education to developing and developed nations, another is purely academic interest of knowing if motivation has a positive or negative correlation.
Such an evaluation will help to determine if the objective has been obtained. It would also be interesting to find out if other intervening variables like : –
(1) Poor staffing strategies.
(2) Bribery
(3) Corruption and
Finding could influence performance when motivational strategies managers, are effective. Lasting, organisations, managers, directors and policy formulators will gain a lot if they are aware of these factors that inhibit their employee to or form great performance and productivity.
1.8 DEFINITION OF TERMS
ESUT – Enugu State University of Science and Technology.
Motivation – Is simply defined as the energizing force that induces and
maintains behaviour
Strike – For higher pay/against bad working conditions
In Service Training – Is a training conducted side the ministry/
organisation by the top officials.
Productivity – Is the increase efficiency and the rate at which goods are
produced.
Employee Motivation And Productivity:
Employee motivation and productivity are closely linked and essential factors for the success of any organization. When employees are motivated, they tend to be more engaged, satisfied, and productive, which ultimately benefits the company in terms of higher efficiency and better outcomes. Here are some key concepts and strategies related to employee motivation and productivity:
1. Recognition and Rewards:
- Recognizing and rewarding employees for their hard work and achievements can boost their motivation. This can be done through bonuses, promotions, or simply acknowledging their contributions publicly.
2. Clear Goals and Expectations:
- Employees are more motivated when they understand their roles and have clear goals to work towards. Setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals can be particularly effective.
3. Employee Development:
- Providing opportunities for skill development and career growth can motivate employees to perform at their best. Training, mentorship, and educational support are all valuable in this regard.
4. Feedback and Performance Reviews:
- Regular feedback sessions and performance evaluations can help employees understand their strengths and weaknesses, set improvement goals, and stay motivated to achieve them.
5. Work-Life Balance:
- Encouraging a healthy work-life balance can improve employee morale and productivity. Burnout can lead to decreased motivation and performance, so it’s essential to support employees in maintaining this balance.
6. Inclusive and Positive Work Environment:
- A positive and inclusive workplace culture fosters motivation. Employees who feel valued, respected, and included in decision-making tend to be more motivated and productive.
7. Employee Involvement and Empowerment:
- Involve employees in decision-making processes when possible. Empowering them to have a say in their work can increase their sense of ownership and motivation.
8. Flexible Work Arrangements:
- Offering flexible work options, such as remote work or flexible hours, can boost motivation by allowing employees to better manage their personal and professional responsibilities.
9. Team Building and Collaboration:
- Encourage teamwork and collaboration among employees. Positive relationships with colleagues can enhance motivation and job satisfaction.
10. Fair Compensation and Benefits: – Ensuring that employees are fairly compensated for their work and provided with competitive benefits is crucial for motivation and retention.
11. Recognition of Individual Differences: – Recognize that different employees may be motivated by different things. Tailor your motivational strategies to the individual needs and preferences of your team members.
12. Continuous Communication: – Maintain open and transparent communication with employees. Address concerns, provide updates on company goals, and involve them in the decision-making process when appropriate.
13. Health and Wellness Programs: – Promote employee well-being through wellness programs, such as gym memberships, stress management workshops, or mental health support.
14. Employee Surveys and Feedback: – Conduct regular surveys to gather feedback from employees about their satisfaction, concerns, and suggestions. Act on this feedback to improve the work environment.
15. Leadership and Role Modeling: – Effective leadership that leads by example and demonstrates enthusiasm and commitment to the organization’s goals can inspire employees and motivate them to excel.
In summary, employee motivation and productivity are critical for organizational success. By implementing these strategies and fostering a positive work environment, companies can motivate their employees to perform at their best, leading to increased productivity, job satisfaction, and ultimately, better business outcomes.