EFFECT OF MOTIVATION ON THE PERFORMANCE OF EMPLOYEES IN NESTLE NIGERIA PLC
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EFFECT OF MOTIVATION ON THE PERFORMANCE OF EMPLOYEES IN NESTLE NIGERIA PLC
Chapter one
INTRODUCTION
1.0. Introduction.
This chapter seeks to provide adequate information for a better comprehension of the study. The chapter includes background information, a problem description, research objectives and questions that support the investigation, as well as the study’s significance, scope, and limits.
1.1. Background to the Study
Globally, the success of any aspect of the business can be traced back to motivated personnel. This is especially true and vital in today’s volatile and frequently chaotic climate, when commercial success is dependent on individuals utilising their full potential. A successful firm relies on its capacity to attract, retain, and develop exceptional personnel.
People are an organization’s most significant asset, particularly in relatively low-tech labor-intensive industries such as construction; nonetheless, people are also the most challenging resource for organisations to manage.
Unlike physical assets, people have distinct wants and habits that must be satisfied in order for them to contribute to organisational growth and development.
They are individuals who contribute their own viewpoints, attitudes, and characteristics to organisational life and, when handled successfully, can provide significant benefits to organisations (Mullins, 2005). However, when not handled properly, they have the potential to significantly constrain organisational growth and jeopardise a company’s viability.
Employees are at the heart of any company, whether it is a construction firm or any other trade; their presence and contribution are critical in determining whether the company will succeed or fail. A company can have a strong manager, a good vision, and a decent aim, but if it ignores its employees, it is basically in turmoil.
Unsatisfied employees create unsatisfactory outcomes; therefore, it is critical for top management to look after their employees to guarantee that they are satisfied in their jobs; when they are satisfied, they strive for the company’s aims and objectives (Latham, 1994; Egan, 1998).
Any organization’s performance is determined by its managers’ ability to create an inspiring environment for their staff. The difficulty for managers today is to keep their employees motivated and performing effectively in the workplace.
The manager must understand each employee’s behaviour and what motivates them uniquely. Managers can better motivate their personnel if they understand their needs.
Most businesses want to gain from great employee conduct in the workplace by creating a win-win situation for both the firm and the employees.
Every organisation is concerned with what has to be done to get sustained high levels of performance from its employees. This entails paying particular attention to how individuals might be most motivated through mechanisms such as financial incentives, reward systems, performance feedback, training and development, and so on, as well as the organisational setting in which they operate (Armstrong, 2006).
The study of motivation is primarily concerned with understanding why people behave in certain ways. In general, it can be defined as the direction and persistence of action.
It is concerned with why people choose one course of action over another, and why they stick with that choice over time, even in the face of difficulties and problems (Mullins, 2005).
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