EFFICIENCY, PRODUCTIVITY, AND GROWTH OF EMPLOYEES AS A RESULT OF WORKPLACE MOTIVATION AND COMMITMENT
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CHAPTER ONE
INTRODUCTION
1.1 Background Of The Study
Employees are the organization’s beating heart. Consequently, the participation of workers is essential and cannot be substituted by anything else for the organization’s operations to function well. Notably, to secure the complete collaboration of employees inside an organization, much more is required than a solid connection with upper management and a healthy professional relationship with colleagues.
According to Vroom(2009), in order for businesses to get the most out of their workers, they must carefully analyze prospective motivating components that favorably tempt people to go above and beyond their official responsibilities.
In addition, motivation is acknowledged as one of the most significant issues in the majority of businesses, whether public or private (Ali, 2016). An employee who is adequately motivated will endeavor to achieve positive outcomes. In other words, motivation is the power that animates, maintains, and propels an employee toward goal accomplishment.
According to Khanam(2014), employee motivation is the process through which businesses push their employees to attain organizational objectives via the use of incentives, prizes, and increments, among other methods. Similarly, Karlos (2014) postulated that a highly motivated person with a solid understanding of the task would work diligently to enhance his or her efficiency, production, and development in order to achieve the organizational objective.
Theoretically and practically, employee motivation is crucial in the management area, according to Assam (2000). One of the primary responsibilities of a human resource management in a business organization is to ensuring that employees are committed to their jobs, and this is accomplished via motivation (Banjoko, 2010). “The identification and evaluation of factors pertaining to individual differences in job engagement, productivity, and growth is a major problem in industrial relations” (Eze, 2009). And the major functions of motivational factors or tools are discovery and evaluation. According to Jibowo (2007), motivation is key to efficient productivity; hence, it has become crucial for firms to explore and comprehend what motivates their workers’ better dedication and production.
Unquestionably, worker commitment is crucial to enhancing organizational performance. Increased organizational employee commitment to a particular project or company is seen as a significant contributor to the success of an organization (Arthur, 2014). The primary predictor of an employee’s output or productivity, according to a research, is his motivation level, not his talent. This simply means that financial and non-financial incentives must be correctly employed and applied in working businesses in order to motivate people to give their all, increase their dedication, and even push to enhance efficiency, production, and development. Thus, the purpose of this research is to analyze the effect of employee motivation and commitment on their effectiveness, productivity, and development.
1.2 Statement Of The Problem
Corporate businesses confront rising challenges in terms of employee engagement, productivity, and loyalty in today’s contemporary and competitive environment. According to a 2004 poll by Nwachukwu, just 19% of industrial employees are strongly involved in their businesses. On the other side, there are divergent viewpoints about employee engagement and motivational outlook, as well as its impact on staff performance. As a consequence, employers of labor have seen and bemoaned the fact that workers perform well at the beginning of their employment, but their efficiency and productivity decline with time. On the other hand, Agwu(2013) said that the loss in efficiency and productivity of workers is due to the fact that their employers do not give sufficient incentive for them to perform at their best.
According to Sharma(2012), motivation is simply giving people with the optimal mix of direction, guidance, resources, and incentives to drive them to achieve to the best of their abilities. Because the success of a business relies on the engagement and productivity of its workers, managers must effectively manage people and adopt tactics to keep them going. Consequently, if corporate motivations are weak or badly managed, productivity will decrease (Yusaf, 2017). In order for the firm to survive and prosper in the present tremendously competitive and demanding Nigerian market, the deployment of different employee incentives must be appropriate and acceptable. This research focuses on the influence of motivation and commitment on the effectiveness, productivity, and development of workers.
1.3 Objective Of The Study
The research will assess the effects of motivation and commitment on the effectiveness, productivity, and development of workers. To do this, the research will expand;
Determine the financial and non-financial variables that inspire an organization’s personnel.
Determine whether employee motivation and commitment affects their productivity.
Determine whether employee motivation and dedication have an influence on their output.
Determine if employee development is impacted by motivation and commitment.
1.4 Research Hypotheses
The following hypotheses will be examined during the duration of this study:
There is no association between employee motivation and dedication and their productivity.
There is no correlation between employee motivation and dedication and output.
There is no association between employee development and motivation and commitment.
1.5 Significance Of The Study
In the majority of Nigerian companies, motivation is not a top priority. Employers believe they are doing employees a favor by paying wages, which often demoralizes workers and has a detrimental impact on their job satisfaction. Therefore, the findings of this research will go a long way in reviving various motivational tactics in manufacturing organizations.
In addition, future scholars will utilize it as a review of the relevant literature. This implies that other students who may desire to do research in this field will be able to use this work as a source of literature for critical analysis. Invariably, the conclusion of the research adds significantly to the body of academic information about the influence of employee motivation and commitment on their effectiveness, productivity, and development.
1.6 Scope Of The Study
The purpose of the research is to assess the effect of employee motivation and engagement on their efficiency, productivity, and development. However, the research will also discover the financial and non-financial variables that inspire workers in a business, as well as determine if motivation and commitment have an influence on employee efficiency, employee productivity, and employee development.
Consequently, the scope of the research will be confined to a subset of industrial firms in Awka, Anambra State.
1.7. Limitations Of The Study
During the process of conducting this study, the researcher encountered many limitations, including time limits, money constraints, language obstacles, and respondent attitudes.
There was also the aspect of researcher prejudice. In this instance, the researcher’s prejudices may have been reflected in the manner in which data was collected, the kind of persons questioned or sampled, and the subsequent interpretation of data acquired. All of these factors have the ability to alter the results and conclusions.
In addition, the results of this research are restricted to the sample population in the study area and may thus not be applicable to other parts of Nigeria.
1.8 Definition Of Terms
Motivation is a social process in which some individuals attempt to inspire others to work harder and more effectively. It is a person’s mental state that energizes channels and maintains activity in order to meet their requirements. Motivation is also the desire to do something, its conditioned behaviors, and the individual’s capacity to meet certain demands.
Incentives: A factor that motivates or urges an individual to do action, or a reward or concession designed to generate increased productivity or investment.
Employee performance is the contribution an employee makes to the organization’s objectives, measured by how well he or she executes job obligations.
Productivity is the ability to perform what is required and as expected with efficiency. The comparative productivity of an economic activity.
Achievement and fulfillment of governmental objectives. Execution is the act of performing a responsibility or completing something, such as a job or activity.
EFFICIENCY, PRODUCTIVITY, AND GROWTH OF EMPLOYEES AS A RESULT OF WORKPLACE MOTIVATION AND COMMITMENT
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