MOTIVATION AS A MEANS OF INCREASING PRODUCTIVITY IN AN ORGANISATION
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MOTIVATION AS A MEANS OF INCREASING PRODUCTIVITY IN AN ORGANISATION
Chapter One: Introduction 1.1 Background of the Study
Employee motivation has long been a major concern for organisational leaders and managers. Unmotivated people are more likely to put in little or no effort at work, avoid the workplace whenever feasible
leave the organisation if given the opportunity, and create low-quality product. Employees who are motivated to work, on the other hand, are more likely to be persistent, innovative, and productive, producing high-quality products on their own initiative.
In any serious and competitive society, workers are an important tool for economic success. Their welfare is addressed seriously because an organisation cannot function without a dedicated workforce.
The Nigerian incentive system is likely one of the weakest in the world, with “an average take-home pay of the worker is barely enough to take the worker home”.
Workers are exploited and abused, harassed, mistreated, offended, and discarded without being recognised for their contributions to their organisation and society as a whole. As a result, it is clear that the issue of proper worker motivation is relevant in managerial functions and activities that try to guide the productive effort of the workforce towards achieving organisational goals.
Many researchers, including Campbell (1970), Bittle, and Ramsey (1976), have conducted extensive research on motivation, but the reason why every employee in a corporation does not perform to their full potential has received less attention.
This could be due to the fact that each employee finds different ways to become motivated. As a result, managers must understand their employees well and apply a variety of motivational strategies depending on their individual interests and needs.
In Nigeria today, many entrepreneurs, particularly those in medium and small enterprises, invest a lot of money in machines and buildings in the goal of maximising profit while ignoring the wellbeing of their staff. In their drive of profit, they often forget that their employees should be pleased at work and have the proper attitude towards work.
This frame of mind can be maintained by effective motivation. Many scholars have highlighted motivation and productivity as significant areas for which many theoretical models have been developed, and various empirical data indicate that motivation is a key variable in productivity.
No institution can succeed unless its members are committed and work hard. As a result, managers and management researchers such as Maslow (1943), Campbell (1970), and Herzberg (1968) have consistently developed ideas about motivation. Thus, organisational management is preoccupied with applying motivating tactics aimed at generating maximum productivity.
Many scholars, including Maslow (1943), have previously attempted to determine the relationship (if any) between motivation and productivity, as well as how they might be managed to maximum organisational profit.
According to the findings of such studies, there is a positive relationship between motivation and productivity in the sense that the stronger the staff’s motivation, the greater their dedication to the task, which increases productivity.
This research aims to improve on previously published findings on the subject, elaborating on them and drawing essential inferences and recommendations for further improving productivity in private sector firms such as Guinness Nigeria Plc.
1.2 RESEARCH QUESTIONS
To meet the aims of this study, the research will attempt to provide answers to the following questions:
1. How does motivation influence productivity?
Is money sufficient to encourage employees?
How frequently do companies improve incentive schemes in the workplace?
Do diverse sets of motivational tactics have an impact on employee productivity?
How effective are the motivational approaches utilised at Guinness Nigeria Plc?
GOALS OF THE STUDY
This research project aims to achieve various goals in terms of motivation and how it may be used to boost employee/worker productivity in the organisation. Objectives include understanding the impact of motivation on productivity levels.
Determine whether money is enough to motivate.
Determine how frequently employers improve incentive schemes in the workplace.
Determine how different sets of motivational tactics affect employee productivity.
Determine how effective Guinness Nigeria Plc’s motivational approaches are.
1.4 Research Hypothesis
Ho: Motivation doesn’t affect productivity.
Hello: Motivation influences productivity.
Ho: Money is insufficient to encourage employees. Hi: Money is sufficient to motivate employees. Ho: Employers rarely enhance workplace incentive systems.
Hi: Employers frequently improve incentive systems in the workplace.
Ho: Different sets of motivating approaches have no impact on employees’ productivity.
Hello: Various sets of motivating tactics effect employees’ productivity.
Guinness Nigeria Plc.’s motivation strategies are either ineffective or effective.
1.5 SCOPE OF THE STUDY
This study focuses on individuals in the organisation who, in some way, contribute to the organization’s production. This study focuses on motivation as a technique of enhancing worker productivity in firms whose shares are listed on the Nigerian Stock Exchange in Nigeria, with a special focus on Guinness Nigeria Plc., based in Benin City.
Guinness Nigeria Plc’s headquarters are located at 24 Oba Akran Avenue in Ikeja, Lagos. The study spans the years 2004 through 2011.
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