EMPLOYEES’ MOTIVATION AND ORGANIZATIONAL PRODUCTIVITY
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EMPLOYEES’ MOTIVATION AND ORGANIZATIONAL PRODUCTIVITY
Chapter one
INTRODUCTION
1.1 Background of the Study
In general, most organisations exist to provide services while also seeking to maximise profits. Given the difficulties and competitiveness of the business climate, organisations must have a core programme, provide qualitative services, and ensure employee contentment.
Thus, fulfilling this goal is primarily dependent on employee satisfaction. This is because employees can only work hard to attain a business goal if they are well-motivated by their colleagues.
According to Schermerhor (2001), a highly motivated staff is required for sustained high performance outcomes in any organisation. This goes to show that a driven employee will almost surely outperform his or her counterpart who is less or not motivated at all.
According to Inyang (2004), motivation is defined as what causes, energies, directs, or channels human action in the workplace. Mullin (1999) believes that motivation is a study of why people behave the way they do.
Although the concept of motivation and its effects on employee conduct towards their assigned task appears to be relatively limited? Although this concept is popular among managers, few genuinely grasp and utilise it to achieve the goals of their staff and organisations.
Obviously, a motivated employee understands organisational or corporate citizenship and seeks better ways to do his duties for the organisation. It is thus the manager’s obligation to establish a conducive environment for the employees
and in order to succeed in creating this suitable environment for the employees, the manager must understand the nature and process of motivation. (Inyang 2008.)
This study focuses on the employees’ motivation and organisational productivity at Akwa Ibom Savings and Loans Limited’s Uyo-Oron Road Branch in Akwa Ibom State.
1.2 Statement of the Problem
Managers frequently believe that low productivity is the result of ineffective promotional campaigns or improper usage of marketing mix tools. As a result, a significant amount of money is spent on advertising and promotion.
Others emphasise current equipment and technology in order to compete favourably with competitors. Some may believe in simply maintaining high-paying, quick salaries.
All of this does not appear to improve production. Employees in study studies frequently respond to work even in the toughest conditions when their welfare is improved. Vans (2006). Perhaps managerial disregard of motivation is a major factor of low productivity in our businesses.
The purpose of this study was to look into the impact that employee motivation can play in increasing organisational productivity. The focus is on Akwa Savings and Loans Limited, Uyo.
It should be interesting to find out what the scenario is in the organisation and whether research evidence matches management teams’ expectations.
1.3 Objectives of the Study
The primary goal of this study was to analyse employee motivation and organisational productivity. To achieve this, the following specific aims are advanced:
to investigate the impact of financial and non-financial motivations on employee productivity.
To identify the numerous motivational packages offered in the organisation being studied.
to measure how an individual’s perception of motivation influences their job performance.
to determine the level of job satisfaction among staff at Akwa Savings and Loan Limited.
to give proposals for improving the situation.
to determine the association between high pay and employee performance in the organisation being studied.
1.4 Scope and Limitation of Study
This study was specifically developed to conduct an in-depth analysis of staff motivation and productivity levels in the banking sector, with Akwa Savings and Loan Limited Uyo as a reference.
Thus, this study is limited to using only data collected from employees of the organisation under examination, and only within the context of this research effort. Only factors linked to employee motivation and work satisfaction will be investigated because they affect organisational productivity.
1.5 Significance of the Study
The relevance of this research is as follows:
It will demonstrate how important employee motivation is.
It will indicate the techniques that are most likely to motivate employees to perform better at work.
It will be used as a reference material for future researchers.
It will uncover the hurdles to successful employee motivation in modern organisations such as Akwa Savings Limited.
1.6 Research Questions.
To help the success of this effort, the following research questions were explored.
What are the different sorts of motivational packages available at Akwa Savings and Loan Limited?
What is the relationship between high compensation and employee performance in the organisation being studied?
What effect does a non-financial and financial motivator have on employees at Akwa Savings and Loan Limited?
What is the degree of job satisfaction at Akwa Savings and Loan Limited.
How does an employee’s impression of motivation influence their job performance?
1.7 Research hypotheses
Ho1: There is no link between good social relationships among Akwa Savings and Loan Limited employees and the company’s boss.
Ho2: There is no significant association between a comfortable working environment and increased productivity at Akwa Saving and Loan Limited.
Ho3: There is no substantial association between pay and productivity at Akwa Savings and Loan Limited.
Ho4: There is no substantial association between a lack of employee promotion and low productivity in the organisation being studied.
Ho5: There is no significant association between employees’ training and their job performance.
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