Review Of Motivation As A Management Tool For Increasing The Productivity Of Employees
(A Case Study Of Emenite Limited)
Motivation serves as a potent management tool, pivotal for enhancing employee productivity within organizations. By fostering a work environment where employees feel valued, recognized, and engaged, managers can effectively stimulate higher levels of performance and commitment. Implementing diverse motivational strategies, such as performance recognition programs, skill development initiatives, and fostering a culture of open communication and feedback, can significantly elevate employee morale and motivation. Moreover, acknowledging individual differences and tailoring motivational approaches accordingly ensures a more personalized and effective engagement with employees. Through the cultivation of a supportive and empowering work environment, managers can harness the intrinsic motivation of employees, leading to increased productivity, innovation, and overall organizational success.
This research examines “the review of motivation as a management tool for
increasing the productivity of employees, a case study of Emenite Limited, Emene,
Enugu State. The researcher adopted descriptive survey design. The population of
the study is 224 while the sample size is 144. The researcher used both primary
and secondary sources of data. In view of this, four research questions were
formulated to generate expected answers. Literal works were reviewed for proper
understanding and guidance. Questionnaires, personal interview and observation
were used for collection of primary data. Secondary sources of data were collected
from textbooks, periodicals, articles and journals. Tables and simple percentage
were used for data presentation and analysis. Based on the findings, the
researcher found out that salary increase, fringe benefit, regular training,
promotion and favourable working conditions are good motivational technique.
The management of Emenite Limited adopts various motivational techniques
including roofing and ceiling their staff houses at a cheaper rate. Finally the
researcher proffered among others prompt payment of salary to their employee
that will improve motivation in the company
Cover page
Title page
Certification
Dedication
Acknowledgement
Abstract
Table of contents
CHAPTER ONE
INTRODUCTION
1.1 Background of the study 1
1.2 Statement of the problem 3
1.3 Objectives of the study 4
1.4 Research questions 4
1.5 Significance of the study 5
1.6 Limitation of the study 6
1.7 Scope of the study 6
1.8 Definition of special terms 7
Chapter References 8
CHAPTER TWO
REVIEW OF RELATED LITERATURE
2.1 Theoretical frame work of the study 9
2.2 Historical background 30
2.3 Current literature on theories postulated above 33
Chapter Reference 54
CHAPTER THREE
RESEARCH DESIGN AND METHODOLOGY
3.1 Research design 55
3.2 Sources of data 55
3.3 Population of the study 56
3.4 sample design and determination of sample size 56
3.5 method of data collection 59
3.5.1 Questionnaire design, distribution and collection of
responses 59
3.5.2 Secondary method of data collection 60
3.5.3 Interview 60
3.6 Method of data presentation and analysis 60
Chapter Reference 61
CHAPTER FOUR:
DATA PRESENTATION AND ANALYSIS
4.1 Data presentation 62
4.1.2 Demographic characteristics 63
4.1.3 Presentation according to key research questions 65
CHAPTER FIVE
SUMMARY OF FINDINGS, CONCLUSION AND
RECOMMENDATION
5.1 Summary of findings 76
5.2 Conclusion 77
5.3 Recommendation 78
Appendix
Questionnaire 81
Bibliography 85
INTRODUCTION
1.1 BACKGROUND OF THE STUDY.
In every organization, large or small, private or public enterprise, human
resources (employees) are always the pillar to the success of the organization.
These human elements have their individual drives, desires, needs, wishes and
similar forces which they intend to satisfy when they are coming into an
organization. Satisfaction or non-satisfaction of these needs by the organization has
an impact on the behaviour or performance of the employee and eventually on
productivity.
The usefulness of motivation cannot be over emphasized. Every organization
depends on motivation amongst other factors for the attainment of their objectives.
Organizational objectives cannot be fully achieved unless the employees are
trained and motivated to acquire the necessary skills, knowledge, and ability to
perform their jobs effectively and efficiently. With the drive towards technological
advancement in Nigeria, motivating and training of employees are inevitable, the
monetary incentives like bonuses, wages, salary increment etc. are to motivate the
employees thereby making them to put more effort in their work which help to
improve the level of productivity in both private and public industries.
Motivation is defined differently by different authors. According to Koontz
and O’Donnell (1980, p.334), motivation is defined as a means of inducing people
to act in a desired manner. Also Pinder (1984:24) defines motivation as the force
within a person that affects his or her direction, intensity and persistence of
voluntary behaviour.
The major problem of motivation is how to induce a group of people, each
with a distinctive set of needs and a unique personality to work together towards
the achievement of organizational objectives. The ability to understand why people
behave the way they do and the ability to motivate them to behave in a specified
desired manner are two inter related qualities which are very important for
managerial effectiveness.
Luthans (1998:8) posits that motivation is the process that arouses,
energizes, directs and sustains behaviours and performances. That is, it is the
process of stimulating people to action, being committed towards achieving a
desired objective, one way of doing this is to employ proper motivational
technique which makes workers more satisfied with and committed to their job.
The most concern of employer is to make the employees to contribute to the
attainment of organizational objectives, but they should know that if the employees
are not happy with the management of the organization; there will be a very low
rate of production in the organization. That is why Hekina and Jones (1967)
visualize that employees should be seen and valued as assets for the allocation of
organizational resources. This project will be based on the review of motivation as
a management tool for increasing the productivity of employees using Emenite
Nigeria Plc., Emene as a case study.
1.2 STATEMENT OF THE STUDY
Organizations do not lay emphasis on the importance of understanding and
applying various proper motivational techniques in designing and creating an
environment for performance leading to productivity.
This research work problem is to find out how motivation can bring about
increase in productivity in an organization on the basis of information which i have
found out, I will make recommendations for the problems.
Many organizations are apparently unaware of the benefits derived from
motivating their employees, this makes their performance to be very poor and the
problems here are:
Organizations see motivating their workforce as something not too important
because they do not value the employees in their organization;
Organizations lack an enabling environment for work performance, poor
incentives, tribalism and sentiments, bureaucracy and quota systems helps in
contributing to poor performance in an organization.
Organizations see motivating their employees as a waste of time and money and
even if some are trained, some of them are adamant to change.
1.3. OBJECTIVES OF THE STUDY.
The general objective of this study is to review motivation as a management
tool for increasing the productivity of employees in Emenite Limited. Meanwhile,
other objectives of this study will include:
To examine the motivational techniques applied by the management of
Emenite Limited to enhance the productivity of its employees.
To know the impact of motivation on workers’ productivity in Emenite
To find out how the present situation can be improved.
To determine the extent of the impact of the motivational strategies used on
workers’ productivity in Emenite.
To suggest ways and make adequate recommendation on increased workers’
productivity in private and public sectors.
1.4 RESEARCH QUESTIONS.
This part is aimed at helping the researcher to adequately address the
research problem and also to investigate beyond what is already known for the
purpose of this research, seven research will be maintained as follow;
To what extent is motivation beneficial to organizational productivities?
What are the impacts of the motivational techniques on employee’s
performance?
To what extent does effective training and development of employees influence
the level of productivity?
What are the factors affecting productivity in Emenite.
1.5 SIGNIFICANCE OF THE STUDY.
This study is significantly important to the following sectors:
1) Management experts and policy makers: it would enable management experts and
policy makers in the formulation and implementation of policies internally; it will
benefit the management and staff as well as the shareholders. Through this
study, managers will be informed of various motivational factors that are helpful
in obtaining improved work performance by the employees:
2) Future researchers: it will help the future researchers to know about those
motivational strategies in Emenite Nigeria Plc. and changes that could be
made for better; and also to enable the researcher have thorough idea of how
motivation can improve productivity in Emenite Nigeria Plc. Enugu.
3) The staff: the staff stand to benefit by availing them the opportunity for self-
motivation and work performance.
4) The government: the significance are beneficial to government in its policy
formulation and review of existing laws, regulations and bye laws for achieving
maximum efficiency and productivity. The organization is interested in improved
work performance of her employees as a way of enhancing profitability. Thus it
would attain growth through improving the workers motivational factors of
efficiency.
1.6 SCOPE OF THE STUDY.
This research study will cover motivation as a management tool for increasing the
productivity of employees in Emenite Limited Located at Emene, Enugu state
in the Eastern region of Nigeria within the period of the year 2012.
1.7 LIMITATION OF THE STUDY.
Some limitation that were identified and encountered in the process of the
study includes:
Financial constraints: in running around to gather materials for this study,
considering the economic meltdown, money and other resources were involved
which delayed the completion of this work.
Attitude of Respondents: the researcher found it difficult initially to source
required information from the members of staff of Emenite Nigeria plc. This also
delayed the completion of this work.
Time and effort: the researcher was constrained by time and effort in running
round for the completion of this project.
Electricity: the researcher had a hard time in typing, proof reading, editing, and
printing of this work due to the incessant seizure and interruption of power supply
by power holdings limited
1.8 DEFINITION OF TERMS
WAEC: West African Examination Council
GCE: General Certificate of Education
NECO: National Examination Council
B.Sc.: Bachelor of Sciences
HND: Higher National Diploma
MBA: Master of Business Administration
MSc: Master of Science
PhD: Doctor of Philosophy
OND: Ordinary National Diploma
NCE: Nigeria Certificate in Education
Motivation is a crucial management tool for increasing the productivity of employees. When employees are motivated, they are more likely to be engaged, committed, and enthusiastic about their work. This can lead to higher levels of productivity and overall better performance. Here is a review of motivation as a management tool and its impact on employee productivity:
- Increased Productivity: Motivated employees tend to be more productive. They are willing to put in extra effort and go the extra mile to accomplish their tasks. This is because they are driven by a sense of purpose and achievement, which can significantly impact the organization’s overall productivity.
- Improved Job Satisfaction: Motivation can enhance job satisfaction. When employees feel motivated, they are more likely to enjoy their work, which, in turn, can lead to higher job satisfaction levels. Satisfied employees are less likely to leave their jobs, reducing turnover and the costs associated with hiring and training new employees.
- Enhanced Employee Engagement: Motivated employees are typically more engaged in their work. They are emotionally invested in their roles and the success of the organization. This engagement can result in higher levels of creativity, innovation, and problem-solving, contributing to increased productivity.
- Better Quality of Work: Motivated employees are more likely to produce high-quality work. They take pride in their accomplishments and are more committed to delivering results that meet or exceed expectations. This can lead to improved product or service quality, which is essential for maintaining customer satisfaction.
- Positive Organizational Culture: A culture of motivation can foster a positive workplace environment. When employees see that their efforts are recognized and rewarded, it creates a culture of appreciation and mutual support. Such a culture can further motivate employees and lead to increased productivity.
- Effective Performance Management: Motivation is closely tied to performance management. Managers can use motivational techniques to set clear goals, provide regular feedback, and reward outstanding performance. This approach can help employees understand their role in the organization and what is expected of them, which can lead to improved productivity.
- Cost Savings: Motivated employees are less likely to engage in absenteeism or presenteeism (showing up for work but not being productive). This can lead to cost savings for the organization as it reduces the need for temporary replacements and can lower healthcare costs associated with stress-related illnesses.
- Customized Motivational Strategies: Different employees are motivated by different factors. Effective managers understand the unique motivations of each employee and tailor motivational strategies accordingly. This personalized approach can lead to more effective results in terms of increased productivity.
In conclusion, motivation is a powerful management tool for increasing the productivity of employees. It not only leads to higher output but also contributes to job satisfaction, engagement, and a positive organizational culture. To maximize the benefits of motivation, managers should invest time in understanding the unique needs and preferences of their employees and design motivational strategies accordingly.