INFLUENCE OF EMPLOYEE MOTIVATION AND ITS RESULTING EFFECTS ON THE ORGANIZATION PERFORMANCE
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INFLUENCE OF EMPLOYEE MOTIVATION AND ITS RESULTING EFFECTS ON THE ORGANIZATION PERFORMANCE
ABSTRACT
Motivation has been the subject of extensive research in recent years as a result of its contribution to improving employee performance towards organisational performance. How successfully an organisation motivates its personnel in order to achieve their purpose and vision is of crucial concern.
It is certainly concerning that organisations face constant insubordination and a poor attitude towards work from their personnel. As a result, the study uses Anchor Insurance Plc as a case study to investigate the impact of employee motivation and its subsequent effects on organisational performance.
This study used a quantitative survey research approach to investigate the impact of motivation on organisational productivity. The major data collection technique was a well-structured self-administered questionnaire, which was distributed to 130 respondents, 118 of whom were retrieved and filled out correctly.
The acquired data were analysed using descriptive statistics, correlation, and multiple regression analysis. Among the hypotheses evaluated, the results revealed that there is a considerable association between employee motivation and organisational productivity.
The study’s findings revealed that; financial benefit has positive and significant effects on employee effectiveness in Anchor Insurance Plc; there is a positive and significant relationship between training and development and employee productivity of staff in Anchor Insurance Company;
the finding also reveals that work environment has positive and significant effects on job performance of employees of Anchor Insurance Plc; employee motivation has positive and significant
The study revealed that employee motivation has a considerable impact on organisational performance. The study recommended that organisational management take suitable measures to identify the variables that motivate their employees and seek ways to ensure that they are appropriately motivated in order to increase productivity.
Chapter one
1.0 Introduction.
This chapter identifies and describes the fundamental facts on which the entire research project is built. It identifies the study’s background, statement of research problems, research questions, objectives, hypothesis, study significance, study scope, operationalization of research variables, study’s historical perspectives, and definitions of terms used in the body of the research work.
1.1 Background for the Study
In today’s competitive corporate environment, every organisation, regardless of size or market, strives to obtain a competitive advantage, improve performance, and attain productivity and effectiveness. To accomplish so, an organisation must clearly define its objectives and understand how to achieve them effectively with the resources available.
When it comes to an organization’s resources, human resources are what bridge the gaps between each stage to success. Personnel are the ones that apply their skills and knowledge to help the organisation achieve its goals.
Organisations throughout the world that view their human resources as a vital core of the business and consistently improve their employees’ motivation and performance are more effective (Adi, 2000; Anka, 1988; & Rothberg 2005).
When you think about it, the success of any aspect of business can be traced back to motivated people. 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.
In today’s environment, most firms, organisations, and their leaders face several obstacles. One such problem is in management, which refers to the effective and efficient use of resources to meet an organization’s goals and objectives.
Some of these managerial obstacles are obvious in employee-related issues such as reimbursement, recruitment, performance management, training and career development, health and safety, benefits, and motivation, among others.
Human resources are the most important determinants of production, and human capital is what distinguishes one organisation from another (Maimuna & Rashad, 2013).
To survive and remain relevant and competitive, organisations must be able to attract and retain efficient and productive people in order to improve performance (Sunia, 2014). However, this study concentrates on the topic of motivation and the effects of employee motivation on organisational performance.
Organisations require a variety of resources, methods, and techniques to succeed. A business requires a variety of resources, including finance, a location, and workers. While these elements are important, values, particularly motivation, are now seen as a critical business component, particularly in facilitating organisational transition and improvement.
Motivation allows business owners and staff to be inventive, accountable, and effective in their everyday business responsibilities, which helps to unite the company with its customers.
Managers can inspire their employees to work together to achieve a common objective by encouraging them. This idea also helps employees become more productive, allowing for development and transformation to occur.
In Africa, Ouchi (2001) believed that organisations would be more effective, efficient, flexible, committed, and profitable if there was an emphasis on trust, which goes hand in hand with productivity; a less hierarchical and bureaucratic structure; and a high level of worker involvement; all of which would result in employee and organisational management.
Employee performance has a significant impact on an organization’s overall success in meeting its strategic objectives. Organisational performance is determined by ability and motivation, where ability refers to the skills, training, and resources required to complete a task, while motivation is defined as an inner force that motivates an individual to act towards something.
According to Flippo (2001), organisational success at institutions leads to a more motivated workforce with a desire for greater productivity, quality, quantity, commitment, and drive.
He also agrees with Mondy (2007), who believes that it produces more beneficial approaches and benefits than other managerial perspectives.
According to Maurer (2001), employee motivation is a critical aspect in increasing employee job satisfaction and work performance, which is directly related to organisational success. Employees are a company’s lifeblood. How they feel about the work they undertake and the outcomes of that labour have a direct impact on an organization’s success and, ultimately, stability.
For example, if an organization’s personnel are highly driven and proactive, they will go above and beyond to fulfil the organization’s goals while also monitoring the organization’s performance to solve any potential difficulties.
This two-pronged approach increases an organization’s stability. An organisation with low motivation is entirely vulnerable to both internal and external difficulties since its personnel are not going above and beyond to ensure the organization’s stability. An unstable organisation eventually underperforms.
In Nigeria, interest in using rewards to affect workers’ performance and inspire them began in the 1970s. Many people have conducted study in this field, including Kayode (2003), Nwachukwu (2009), Meyer and Nguyen (2005), and Egwurudi (2008), all of which will be explored in the following chapter of this research.
1.2 Statement of Problems
Motivation has recently become the focus of significant study efforts due to its significance to improving employee performance in relation to organisational performance.
How well an organisation motivates its employees to fulfil its mission and vision is of the utmost importance. It is certainly concerning that organisations face constant insubordination and a poor attitude towards work from their personnel.
This annoying and disturbing fact is not always generated by employees. Organisational managers contribute to this concerning reality, which has seen some organisations lose their most enterprising employees or see their loyal workforce turn recalcitrant, a development that has had a negative impact on the timely and sustained achievement of organisational goals.
Many organisations in Nigeria have seen their performance and overall output suffer as a result of inadequate motivation. According to Aluko (2014), organisations in Nigeria have not done enough to motivate their employees in terms of benefits and incentive packages.
As a result, employees develop a bad attitude towards work, which has a substantial impact on the organization’s overall performance. Employees’ expectations of motivational factors from organisations have grown significantly in Nigeria
particularly in the insurance, manufacturing, and banking sectors, and those organisations’ failure to meet these expectations has resulted in a highly turbulent environment for them, resulting in a negative work environment.
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