IMPACT OF MOTIVATION AND PERFORMANCE IN AN ORGANISATION
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IMPACT OF MOTIVATION AND PERFORMANCE IN AN ORGANISATION
ABSTRACT
This study on the impact of motivation and performance in an organisation aims to understand why employees strive to achieve specific objectives or goals. Within the framework of management, the emphasis of interest is on how to ensure that all employees perform to their full potential. Many employees consider money (or increased salary) as the sole motivator.
They thereby emphasise the importance of economic incentives in improving overall productivity and efficiency. The notion is that social variables like the demand for respect and connection are something that people seek after and value, and in order to get acknowledgment and responses from others, individuals will waste a lot of effort.
This study investigated worker performance and motivating factors. The study expanded on the issues and effects of motivation and performance. The discussion and findings on the impact of motivation and performance were investigated. It also includes the summary, conclusion, and recommendations.
As a result, the study contributed to a better understanding of why workers behave the way they do. Furthermore, the study of motivation and performance enables us to understand the types of needs that may be met for employees in order to get the most out of them, as well as the methods that can be used to influence their behaviour and achieve organisational goals.
The study approach employed relied mostly on primary data sources, with secondary data collected. The study is useful because it can provide numerous benefits. Beneficiaries include the government, commercial organisations, academics, and other research scientists.
The researcher employed the chi-square (X2) test as the primary instrument for analysing the hypotheses. Continues with findings, summary, conclusion, and recommendations.
Based on the data and hypothesis testing, it was clear that motivation influences workers’ behaviour in reaching organisational goals. Motivation to work boosts worker productivity in terms of compensation increases and incentives. Employee performance has a substantial impact on motivation to work on a certain job or task.
Chapter one
INTRODUCTION
1.1 Background to the Study
Because management’s ability to analyse and improve the motivation of its employees is more important to the organization’s effectiveness and efficiency, motivation on worker performance refers to the entire class of drives, desires, needs, wishes, and similar forces that cause, channel, and sustain someone’s behaviour.
Within the context of management, the emphasis of interest in motivation is typically on how to ensure that all employees perform at their best. Managers who discover the key to their employees’ underlying motivations might unlock a vast reservoir of productive energy.
Maslow (1954) outlined five basic needs (physiological, safety, love and belongings, esteem, and self-actualization) that drive human behaviour. He ranked them in a hierarchy, recognising that as man evolved, his demands changed as he advanced up the ladder.
The main takeaway for management is that workers’ needs should be understood and met in order to motivate them to work efficiently and successfully. Eltom Mayo recognised that after a certain level, monetary awards ceased to be effective, and operatives began to seek satisfaction for other demands.
Unfortunately, Maslow’s concepts lack a clear practical application because it has not been proven that supplying motivators to boost an individual’s need will result in more satisfactory labour from other workers.
According to Herzberg (1959), there are components in a person’s work and working environment that induce job unhappiness (hygiene factors), as well as elements that create job satisfaction.
The ramifications of these principles are that managers must address two distinct difficulties when attempting to elicit effective work performance from their subordinates. They should first minimise unhappiness by focusing on hygienic aspects, and then encourage greater accomplishment by focusing on motivators.
There are also additional theories about what inspires people at work. According to Penny Hacket, motivation at work stems from two sources: intrinsic and external fulfilment.
As the name implies, intrinsic satisfaction derives satisfaction of requirements from the activity itself, and extrinsic satisfaction derives satisfaction from benefits gained for performing the work.
However, the methods for achieving motivation and performance are likely to alter depending on the conditions and scenarios. An individual’s motivation to work will thus fluctuate throughout time and be influenced by various circumstances at different periods.
1.2 Statement of the Problem
According to research, management’s endemic hostility towards new technology has failed to motivate people and improve their performance throughout their employment.
Rather, they organise and manage other aspects of production in order to maximise productivity at the expense of labour. As a result, the purpose of this study is to assess and describe the impact of motivation and performance in an organisation, with Total Nigeria Plc serving as a case study.
The statement of the problem is hampered by various aspects, which for the purpose of this study include:
(a) To focus on what motivates workers and increases productivity in terms of wages and incentives.
(b) To learn how to motivate employees to improve their job performance.
(c) To accept complete responsibility for their own performance and to teach this method to others.
(d) To understand and simulate how self-motivation influences workers’ ability to achieve organisational goals.
(e) Assist employees in improving job satisfaction and adapting to workplace innovations and changes.
(f) The requirement for motivation in order to stimulate a person’s enthusiasm or dedication to their task.
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