IMPACT OF WORKPLACE MOTIVATION AND COMMITMENT ON EMPLOYEE EFFICIENCY, PRODUCTIVITY, AND GROWTH
Need help with a related project topic or New topic? Send Us Your Topic
DOWNLOAD THE COMPLETE PROJECT MATERIAL
IMPACT OF WORKPLACE MOTIVATION AND COMMITMENT ON EMPLOYEE EFFICIENCY, PRODUCTIVITY, AND GROWTH
Chapter one
INTRODUCTION
1.1 Background of the Study
Employees are the lifeblood of any organisation. As a result, the successful operation of organisational activities is inextricably linked to employee cooperation and cannot be replaced by anything else.
Notably, a strong relationship with top management and a healthy professional relationship with coworkers are insufficient to achieve full employee collaboration in an organisation.
According to Vroom (2009), in order to get the most out of their employees, organisations must carefully analyse potential motivators that favourably attract individuals to not only complete their formal obligations but also to go above and beyond in the workplace.
Furthermore, motivation is recognised as one of the most important difficulties in most organisations, whether public or private (Ali, 2016). An employee that is properly motivated will endeavour to provide positive results. In other words, motivation is the force that energises, supports, and propels a worker towards a successful outcome.
Employee motivation, according to Khanam (2014), is a process in which organisations push their employees to achieve organisational goals through the use of incentives, prizes, and raises, among other things.
Similarly, Karlos (2014) argued that a highly motivated person with a solid understanding of the job will work hard to increase his or her efficiency, productivity, and growth in order to achieve the organization’s purpose.
Assam(2000) believes that employee motivation is critical in management, both philosophically and practically. One of the most significant functions of a human resource management in a cooperative organisation is to ensure workplace commitment, which can be accomplished through motivation (Banjoko, 2010). ”
A key issue in industrial relations is the discovery and assessment of elements relating to individual disparities in work engagement, productivity, and growth” (Eze, 2009, p. 1).
Motivating factors or instruments serve primarily as discovery and assessment tools. According to Jibowo(2007), motivation is critical to effective productivity, thus organisations must examine and understand what motivates their people to be more committed and productive.
Without a question, personnel dedication is vital to boosting organisational effectiveness. Employee commitment to a particular project or business is regarded as a significant cause of organisational success (Arthur, 2014).
According to one study, an employee’s competence only partially impacts his output or productivity; the most important factor is his motivation level. This simply means that in order to motivate people to give their all, increase their dedication, and even stretch to improve efficiency, production, and growth, financial and non-financial incentives must be effectively used and applied in working environments.
Thus, the purpose of this study is to objectively investigate the impact of motivation and commitment on staff efficiency, production, and growth.
1.2 Statement of the Problem
In today’s modern and competitive world, corporations face rising challenges in terms of employee engagement, productivity, and loyalty. According to a Nwachukwu (2004) poll, just 19% of manufacturing workers are highly interested in their workplaces.
On the other side, there are conflicting viewpoints on employee engagement and motivational mindset, as well as their impact on performance. As a result, employers of labour have seen and lamented that employees perform well in the early phases of employment
but their efficiency and productivity decline over time. Agwu (2013), on the other hand, stated that employees’ decreased efficiency and productivity is due to employers’ failure to give appropriate motivation to enable them to perform to their full potential.
According to Sharma (2012), motivation is simply providing people with the right mix of direction, guidance, resources, and rewards to encourage them to achieve to the best of their abilities.
Because an organization’s success is dependent on employee engagement and productivity, managers must successfully manage people while also using motivating strategies to keep them going. As a result, if company motives are inadequate or inadequately managed, productivity suffers (Yusaf, 2017).
The use of various incentives to encourage employees should be appropriate and acceptable in order to enable employees to put up their best efforts and help the organisation survive and grow in the current tremendously competitive and demanding Nigerian market. This study builds on this foundation by examining the effects of motivation and commitment on staff efficiency, productivity, and growth.
Need help with a related project topic or New topic? Send Us Your Topic