MOTIVATION AS TOOLS FOR ORGANIZATIONAL DEVELOPMENT
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MOTIVATION AS TOOLS FOR ORGANIZATIONAL DEVELOPMENT
ABSTRACT
Motivation, a simple occurrence that has lifted many firms and organisations through the additional input of workers in various organisations, has become an unofficial means of achieving targets and a set of goals.
However, the focus of this work is on the role of motivation in the development of organisations and the challenges that most organisations have faced in recent years
as well as how motivations have come to solve not only the problem of management: union CONFLATES, but also the explosions of most organisations through motivation us a spirit’d efforts to belter output.
The researcher, on the other hand, discovered that most motivation policies were ineffective, and those that did work were inconsistent and irrelevant to the requirements and desires of employees in organisations.
In marking, it has been demonstrated that motivating workers sufficiently with relevant incentives is the only alternative to improving workers’ performance in order to meet the organization’s goals.
1.0 Introduction
Motivation is a specific instrument or factor that inspires individuals to work both individually and as a group to achieve the best business results in the most effective manner.
It is something that causes things to happen; this has become the primary reason why so many organisations have grown into worldwide corporations while also providing us with a higher profit margin than predicted.
Without motivation as a catalyst to inspire or motivate a group of people who work for or under an organisation, it would be extremely difficult to make a relative profit margin, because workers who now have difficult unions to rally around for job security and welfare have come to rely on motivation as a factor in increased worker productivity.
1.1 Background of the Study
These studies, which critically examine, evaluate, and intend to present the case of workers’ motivational ability to impact on organisational and product development, cannot be overstated in an era (the twenty-first century) that sees nothing more than the concept of high capital acquisition in an organization’s capital base.
However, workers, particularly in the consolidation Breweries plc of Awaomanma in Imo State of Nigeria, have been studied by this project research work to determine whether workers are properly motivated and, if not, what the consequences of their lack of motivation in the brewery industries are, and what the workers’ union’s position is on this.
Though the purpose of this project is not to interview union leaders about the conflict that exists over motivational issues or to incite a fire between the union and the organisation
it is to learn how motivation has contributed to the spirited effort and high productivity of the organisation where they work. Since the beginning of labour history in Europe and America, the question of organisational productivity has always come down to the ability of workers in such organisations to negotiate.
Though some labour experts may argue that organisational productivity is primarily derived from special training provided to staff members in various training organisations
they fail to recognise that no matter how much training or expertise a man has, he must be praised, rewarded, and encouraged if his best art (man) is required or expected. This is where the question of motivation comes in.
1.2 Statement of the Study
The index of dismissed workers has been linked to the identities of workers who are either unproductive or have been classified “in subordinate element”. However, most of these organisations who are used to firing their employees have continued to have very poor turnout because they have not seen the need of motivation in organisational development as a critical component of their operations.
1.3 PURPOSE OF THE STUDY
The goal of this study is to investigate and assess the role of motivation as a tool for organisational development. Its overarching goal is to determine how motivation, as a tool, has contributed to organisational development. The precise objectives include:
1. To investigate the impact of worker motivation.
2. Determine the influence of motivation on the overall productivity of the organisation.
3. Determine what type of motivation should be used to accomplish the desired impact.
4. To what extent may incentive be utilised to overcome labour conflict?
1.4 RESEARCH QUESTION.
1. How has motivation influenced the development of your organisation?
2. How does motivation influence worker productivity?
3. What are the many types or forms of motivation available, and how may they be used to achieve the desired results in the organisation?
1.5 Research Hypothesis
Ho There is no positive correlation between motivation and organisational development.
HO there is a favourable association between motivation and organisational development.
Ho A worker’s productivity is greatly influenced by their motivation. High motivation has no meaningful effect on a worker’s output.
1.6 Significance of the Study
The significance of this study is to contribute to the few literatures that exist in academic libraries across the country in order to assist labour organisations in negotiating a well-thought-out plan to increase the level of cordial relationship between them (union leaders and management) in Nigerian industries, particularly consolidated Breweries plc in Imo State.
1.7 SCOPE OF THE STUDY
The scope of study for this research is the issue of management’s lack of motivation and the consequences it has caused in the consolidated breweries Plc in Imo state.
This issue has shown the growth of the company as it was supposed to be experienced staff and trained workers have refused to put in their best instead, resulting in constant resignations and low turnout of output coupled with absenteeism.
1.8 Definition of Terms
1. BONUS: A bonus is an additional sum of money added to a payment, usually wages, as a reward, such as a 100% Christmas bonus to employees at the end of the year.
2. CONFLICT: A scenario in which people, groups, politicians, or countries are embroiled in a major disagreement or argument. Conflict can also be defined as a situation in which competing ideas, opinions, feelings, or wishes exist. It is a difficult condition to chose, a conflict between two people or countries.
3. COMMUNICATION: Communication can be defined as the exchange and flow of information and ideas from one person to another, or a process by which information is transmitted between individuals using a shared set of symbols, signs, or behaviour.
4. DEVELOPMENT: This is the methodical use of scientific and technological knowledge to achieve a specific goal or demand.
5. DIVERSIFICATION: It is a portfolio strategy aimed to limit risk exposure by combining a variety of investments, such as stocks, bonds, and real estate, that are unlikely to move in the same direction.
6. INCENTIVE: An incentive is something that drives someone to take action.
7. LABOUR UNION: A labour union is an organisation of workers created to advance its members’ interests in terms of salaries, benefits, and workplace conditions.
8. MOTIVATION: It is a psychological trait that causes an organism to behave towards a desired goal, elicits control, and maintains specific goal-directed behaviour.
9. ORGANISATION: An organisation is a unique entity with a common objective and a connection to the outside world.
10. PRODUCTIVITY: It has an average level of production efficiency.
11. WORK-ENVIRONMENT: A work environment can be defined as the place where you work.
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