IMPACT OF EMPLOYEE MOTIVATION ON WORK PERFORMANCE IN THE PRIVATE ORGANIZATION
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IMPACT OF EMPLOYEE MOTIVATION ON WORK PERFORMANCE IN THE PRIVATE ORGANIZATION
Chapter one
INTRODUCTION
1.1 Background for the Study
Today’s global business environment is tough. Furthermore, their performance in terms of return growth is confronted with internal and external operating problems.
To survive in today’s harsh working environment and handle all areas of production, such as machines, resources, and personnel, as well as encourage individuals to execute their jobs in a more creative and pioneering manner, they must create an appropriate mechanism.
However, among all of these business variables, employees provide the most significant obstacles since, unlike other resources, employee management requires completing tasks and managing ideas, sentiments, and emotions in order to maintain maximum productivity, and they are the ones who enable the other components to function properly.
High production is the result of highly stimulated personnel. Employee motivation is a valuable asset in adding value to the organisation by sustaining and enhancing its company and retaining growth. This research investigates the impact of motivation on the performance of private organisations in Tanzania.
2 Competitiveness is defined as a company’s ability to maintain and grow market share within its industry. (Noe et al., 2010; Schermerhorn, 2010).
Nowadays, more and more businesses are realising that the true engine of their competitiveness, and hence profit-making machine, is their people, not the financial capital that they are attempting to increase via their daily activities (Wanda 2005).
Employees are thus regarded as an unrivalled key resource of an organisation, and improving their job performance is one of the major areas that require emphasis in successful organisations (Markova and Ford, 2011; Fisher, 2012).
Organisations use motivational strategies to boost employee work performance (Barney and Ricky, 2004; Caliskan, 2010; Appian et al., 2013; and Nadeem et al., 2014).
Motivated employees develop a willingness to use their creativity, abilities, and know-how for the benefit of the organisation (Markova and Ford, 2011), which is related to employee productivity, organisational commitment, and retention, resulting in improved work performance (William, 2011; Perera et al., 2014).
A variety of reasons inspire people at work, some of which are real, such as money, and others intangible, such as a sense of accomplishment (Sector, 2003). Although employees are satisfied with their jobs for a variety of reasons, the purpose of this study was to analyse the impact of employee motivation and how it relates to employee work performance.
The primary point of emphasis is that the success of any business is heavily reliant on the contributions of its employees, and that such contributions are inextricably linked to a high level of individual quality
as well as those aspects of the employees’ work environments that inspire them to devote extra substantial and intellectual energy to their jobs. In this aspect, the organization’s goals can be pursued and met. Motivation is thus regarded as a critical predictor of organisational success and work performance.
1.2 Statement of Problem
Any organization’s effectiveness is determined by the level of motivation received by its employees; in recent years, employee motivation has been the focus of research. The strength with which an organisation encourages its employees in order to achieve their purpose, vision, and mandate is of primary concern.
Employees in public and private sector organisations face a variety of issues. Based on the foregoing and current economic trends, it is clear that the rate of change in our business environment brings new obstacles on a daily basis.
In general, every corporate entity wants to flourish and grow. The current environment is tremendously competitive, and company organisations, regardless of size, technology, or market emphasis, are suffering personnel retention issues.
To overcome these human resource productivity issues, a strong positive relationship and tie, as well as excitement, should be established and maintained between employees and their organization’s management.
A large number of employees worldwide, if they do not enjoy their employers, their level of work, or their enthusiasm, frequently seek alternative employment where they may be able to experience a higher level of inspiration, all of which determines an employee’s level of productivity.
1.3 Object of the Study
The primary goal of this study is to determine the impact of employee motivation on work performance in the private sector. Specifically, the study intends:
1. Determine how employee well-being affects employee productivity.
2. Examine the impact of motivation on work performance at Globacom Telecom, Otta, Ogun state.
3. Investigate the effect of employee-employer relationships on employee efficiency.
4. Determine how remuneration affects an employee’s production level.
1.4 Research question
1. How does employee well-being affect an employee’s productivity?
2. Does motivation affect work performance at Globacom Telecom in Otta, Ogun state?
3. Does the employee-employer relationship have any effect on employee productivity?
4. How does remuneration affect an employee’s productivity?
1.5 Research Hypothesis.
Hypothesis: Motivation has no substantial effect on task performance. Globacom Telecommunications
Hello, there is a big effect of motivation on work performance. Globacom Telecommunications
1.6 Significance of the Study
This research will be valuable in several ways. First, it will introduce business owners, managers, and organisations to the concept of motivation and its impact on productivity.
It also gives an insight to managers and business owners on the importance of knowing their employees and ensuring adequate motivation in their organisations.
This research will also open the eyes of the government at different levels in order to formulate policies that would enhance the stability, growth, and development of businesses throughout the region in matters concerning organisational productivity by seeking ways to ensure that employees are adequately motivated in the
Finally, this study will serve as a guide for other researchers who will be conducting similar research, as well as a reference point for future research.
1.7 Scope of Study
This research will be done at Globacom Telecom in Ado-Odo otta, Ogun State, and will focus on staff motivation and its implications on performance.
1.8 Delimitation of the Study
Obtaining funding for general research projects will be difficult during the course of studies. Correspondents may also be unable or unwilling to complete and submit the questionnaires provided to them.
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