MOTIVATION AS TOOLS FOR ORGANIZATIONAL DEVELOPMENT
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ABSTRACT
Motivation as a simple occurrence that has lifted many firms and organizations via the additional contributions of workers in diverse organizations has become an unadministrative technique for achieving goals and objectives. This work, however, focuses on the role that motivation has played in the evolution of organizations and the challenges that most organizations have faced in the recent past, as well as how motivations have come to solve not only the problem of management: union CONFLATES, but also the explosions of most organizations through motivation us a spirit ‘d efforts to belter output by workers. However, the researcher found that the majority of motivational policies were ineffective, and the few that were effective were inconsistent and irrelevant to workers’ needs and desires in businesses. It has been demonstrated that motivating workers sufficiently with relevant incentives is the only alternative to: workers’ performance in achieving the organization’s goals and objectives.
1.0 INTRODUCTION
Motivation is a specific instrument or factor that inspires individuals to perform both individually and collectively to generate the most effective business results. It is a thing that causes something to occur; this has been the primary reason why so many firms attain multinational status and generate greater profit margins than anticipated. Without motivation as a catalyst to inspire or motivate a group of people who work under or for an organization, it would be extremely difficult to make a relative profit margin, as workers who have difficult unions that they rally around for job security and welfare have come to capitalize on motivation as a factor to greater workers productivity.
1.1 CONTEXT OF THE STUDY
These studies that study, evaluate, and intend to establish the case for worker motivation’s impact on organizational and product development cannot be overemphasized in an era (the 21st century) that sees nothing but the concept of high capital acquisition by businesses.
However, workers in the consolidation Breweries plc of Awaomanma in the Nigerian state of Imo have been the focus of this project’s research in order to determine whether workers are properly motivated and, if not, what the consequences of their lack of motivation are in the brewery industries and what the workers union’s stance is on the matter. Though the purpose of this project is not to interview union leaders about the conflict that exists over motivational issues or to incite conflict between the union and the organization, it is written to determine how motivation has contributed to the high productivity of the organization where the workers are employed. Since the beginning of labor history in Europe and the United States, the issue of organizational productivity has always come down to employees’ power to bargain.
Though some experts on labor matters may have gone too far in their argument that organizational productivity is largely based on the special training given to staff members by various training organizations, they overlook the fact that regardless of a person’s training or expertise, he must be praised, rewarded, and encouraged if his best work is to be expected. Here, the problem of motivation comes into play.
1.2 STATEMENT OF THE EXAMINATION
The index of terminated employees has been cross-referenced with the names of employees who are either unproductive or must have been labeled “in subordinate element.” However, the majority of these firms who are accustomed to dismissing their employees have continued to report a relatively low rate of employee retention because they have not prioritized motivation in organizational development.
1.3 PURPOSE OF THE STUDY
The purpose of this study is to investigate and assess the function of motivation as a tool for organizational development. Its general purpose is to determine how motivation as a tool has contributed to the evolution of organizations. The particular purpose comprises:
To investigate the impact of workforce motivation.
Determine the effect of motivation on the organization’s overall production.
Determine the type of motivation required to attain the target outcome.
To determine the extent to which motivation may be utilized as a tool to mediate labor conflict.
1.4 RESEARCH QUESTION
In what ways has motivation contributed to the growth of your company?
What effect does worker motivation have on their productivity?
What are the numerous types or forms of motivation, and how can they be used to achieve the desired results within an organization?
1.5 RESEARCH HYPOTHESIS
Ho There is no correlation between motivation and organizational development that is beneficial. There is a favorable association between motivation and the growth of an organization. Ho A worker’s productivity is greatly affected by his or her motivation. High motivation has no meaningful effect on a worker’s output.
1.6 Importance of the Research
The significance of this study is to contribute to the scattered academic libraries across the nation so as to assist labor organizations in negotiating a well-thought-out plan to improve the level of cordial relationship between union leaders and management in Nigerian industries, specifically the consolidated Breweries plc, Imo State.
1.7 RADIUS OF STUDY
The purpose of this research is to examine the issue of a lack of motivational factor in the management and the effects it has had on the consolidated breweries Plc in the state of Imo. This issue has hindered the growth of the company, as experienced staff and trained workers have refused to put in their best effort, and there has been a high rate of staff resignations and low output coupled with absenteeism.
1.8 DEFINITION OF TERMS
1. BONUS: This is an additional sum of money given to a payment, typically wages, as a reward; for example, workers receive a 100% Christmas bonus at the end of each year.
2. CONFLICT: it is a situation in which people, groups, politicians, or countries are engaged in a severe disagreement or argument; it is also a scenario in which there are opposing ideas, opinions, feelings, or desires. It is a scenario or era of conflict between two people or nations in which it is difficult to choose.
3. COMMUNICATION: Communication is the exchange and flow of information and ideas from one person to another, or the process of exchanging information between individuals using a common system of symbols, signs, or behavior.
4. DEVELOPMENT: This is the application of scientific and technical information in a methodical manner to satisfy a certain target or necessity.
Diversification is a portfolio technique aimed to reduce risk by combining investments that are unlikely to move in the same direction, such as stocks, bonds, and real estate.
An incentive is something that stimulates a person to perform a certain action.
7. LABOUR UNION: This is an organization of workers whose objective is to advance the wages, benefits, and working conditions of its members.
Motivation is a psychological characteristic that causes an organism to behave toward a desired goal, elicits control, and maintains goal-directed behavior.
9. ORGANIZATION: An organization is a unique entity with a shared objective and connections to the external world.
10. PRODUCTIVITY: The level of production efficiency is average.
11. WORK-ENVIRONMENT: A person’s location of employment is their work environment.
MOTIVATION AS TOOLS FOR ORGANIZATIONAL DEVELOPMENT
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