MOTIVATIONAL FACTORS AND STAFF JOB PERFORMANCE IN INSURANCE COMPANIES
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MOTIVATIONAL FACTORS AND STAFF JOB PERFORMANCE IN INSURANCE COMPANIES
Chapter one
INTRODUCTION
1.1 Background of the Study.
In recent years, humanity has experienced environmental changes, which have resulted in significant commercial success. This could be ascribed to the staff’s job performance, dedication, innovation, and motivation approach.
In other words, staff motivation is an important factor to consider if an organisation is goal-oriented. Employee motivation has become a critical topic for managers.
In reality, a variety of ideas and strategies for staff motivation have arisen, including monetary incentives, in-service training, performance appraisal, timely salary payment, and fringe perks to improve worker involvement and empowerment in an organisation (Ibanga, 2010).
Staff should be motivated for their jobs; this will motivate them to work better, smarter, and harder in the organisation. Job discontent is common in most organisations nowadays.
Low performance due to job unhappiness is always the source of conflict between organisations and employees. Managers always criticise employees for not putting forth their best effort
while employees blame management for not giving and creating an enabling environment via desired incentive. Staff productivity is critical for creating an enabling atmosphere and achieving goals.
Managers frequently perceive motivation as a mystery, despite the abundance of existing theories and techniques. This is due to the fact that people are driven differently.
The term “motivation” comes from the word “motive,” which signifies a cause to do something. It is that which has the potential to impact individual behaviour and the manifestation of human needs.
Management’s tasks should be to decide what values are required to motivate employees to work in accordance with the organization’s objective to improve performance. However, one disadvantage of managers is that they do not pay close attention to employee motivation.
Mbanefo (2013) defines motivation as anything that stimulates, compels, and energises an individual to perform or behave in a certain way at a specific time in order to achieve specified goals or purposes.
It is a force that motivates someone to act on something. Motivation is a behavioural psychological concept that aims to explain why people behave the way they do. Internal and environmental variables that cause people to be really interested and committed to a profession, career, subject, or attempt to achieve goals.
Motivation is the consequence of the combination of conscious and unconscious elements, such as the intensity of staff desires and needs, an incentive or reward system for organisational goals, and staff expectations.
These are the reasons why someone behaves the way they do. The presence of motivation effects job performance, and it is an undeniable fact that businesses cannot function without human effort and resources.
A staff can be defined as all personnel working in an organisation and considered as a whole. A typing organization’s staff is divided into two categories: ad hoc and permanent.
All types of employees or staff regard motivation as the foundation upon which optimal effort can be directed towards the attainment of organisational goals.
In other words, the relationship between an organisation and its employees is determined by the motivation they receive or what stimulates them to work, as well as the satisfaction they derive from such motivational tools. To summarise, motivation is an energised tool used to induce employee conduct towards performance.
According to Akwang (2014), the principle of motivation is concerned with ensuring that an organization’s staff are adequately compensated in order to bring out the best in them.
Indeed, if the goal is to achieve a quality relationship between the organisation and its employees, various forms of reward or incentives must be provided to stimulate their interest, such as in-service training, performance appraisal, timely payment of salary and fringe benefits, and so on.
It is critical that managers grasp the dynamics that can lead to desired job performance and implement them for good or better results. Regardless of the organisation, most managers regard this duty as extremely tough and should be preached rather than practiced.
Based on this premise, the study sought to experimentally investigate the relationship between motivational factors and staff performance through performance appraisal, in-service training, and timely payment of salary and fringe benefits.
1.2 Statement of Problems
The study problems focus on motivating elements and staff job performance in an organisation. It is expected that providing workers with decent working conditions and financial incentives will increase their performance, but this has not always been the case. This circumstance, among others, inspired this research endeavour, in which it is widely assumed that when workers are driven, they are willing to put up their best effort.
1.3 Objectives of the Study
The purpose of this study is to look into how motivational factors affect staff work performance in an organisation. The study’s precise aims include the following:
To assess the influence of in-service training on staff job performance.
Determine the influence of performance appraisal on staff job performance.
The purpose of this study is to investigate the effect of timely salary payment on employee work performance.
To determine the effect of fringe benefits on employee job performance.
1.4 Research Questions.
The following are feasible research questions for this project.
How does in-service training affect employee job performance in businesses?
How does performance appraisal affect employee job performance in companies?
What effect does timely wage payment have on employee performance in a company?
What are the effects of fringe benefits on employee work performance?
1.5 Research Hypothesis.
The following theories are proposed for the investigation.
Ho1: Performance appraisal has no major impact on employee work performance in firms.
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