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ROLE OF MOTIVATION AND JOB SATISFACTION IN IMPROVING THE PERFORMANCE OF ORGANIZATION

ROLE OF MOTIVATION AND JOB SATISFACTION IN IMPROVING THE PERFORMANCE OF ORGANIZATION

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ROLE OF MOTIVATION AND JOB SATISFACTION IN IMPROVING THE PERFORMANCE OF ORGANIZATION

CHAPITRE ONE

BACKGROUND OF THE STUDY

 

Motivation refers to the processes that alter the arousal, strength, or direction of behaviour, such as depriving oneself of good for an extended period of time resulting in an increase in the strength of one’s inclination to approach food.

According to Davidoff (1987), it is an internal condition caused by a need. It is to be understood as activating or avoiding behaviour that is usually aimed at satisfying the inciting need. Motivation simply refers to the determinant of behaviour; when we need a response to a query like (what made you do what you did), we will obtain the answer from the motive or motivationb.

employment satisfaction is the positive attitude that an employer has towards his or her employment. Job satisfaction can be influenced by a wide range of circumstances, and the causes of these factors vary.

For a worker to be satisfied with his job, he must have the skill to perform the job, and management should constantly review up wards all employers allowances and promotion and always try to improve the nature of the job (Agu E.M et al 1996:32).

The terms motivation and job happiness stem from the implicit notion that a motivated and satisfied employee produces more.

Employers who are motivated and happy perceive their job as assisting them in achieving key goals (stoner 1978 253). It also makes a significant contribution to the organization’s goals and objectives. Man is not self-sufficient and hence need employment in order to have a source of income and a decent standard of living.

We have requirements as humans, and these differ from person to person. And as one’s demands are met, more continue to emerge. This stems from the economic notion that human desires are insatiable.

The concept of motivation and job satisfaction refers to the overall set of feelings that an individual has about his or her profession. The complete body sensation entails essentially weighing the sum total of influences such as the employment, the nature of the job itself, the remuneration, the advancement chances, the nature of overseeing, and so on.

When the sum total of influences leads to feelings of motivation, it also leads to feelings of fulfilment. Where it is stated that they cause feelings of demotivation and dissatisfaction, the individual feels unsatisfied with his or her employment.

The ability to demonstrate one’s skill on any of these influences will lead to job satisfaction, while making less satisfaction on any of these influences will lead to job unhappiness (Iie, 1999: 278).

In general, one must be content with his or her job. Some jobs need a lot of time, energy, and specialised expertise. Some employers, such as bank employees, close late due to the sensitive nature of their profession and the need to make critical decisions on clients’ requests for loans and advances with as little delay as possible.

Indeed, as Strauss (1978: 283) stated, the ordinary man spends roughly a third of his working hours on the job. If the job does not provide challenges and autonomy, he may experience displeasure with the results, which is costly to both himself and his employers.

As a result of the foregoing, several basic intrinsic aspects are critical in creating a particular work attractive and the employer’s talents, training job. According to the author, extrinsic considerations include a good income, allowances, advancement, and job status. Regardless of the differences in what motivates an individual, some factors are unavoidable.

For example, what motivates an associate of the chartered institute of bankers (ACIB) or first degree holder may not be the same as what motivates a messenger with no qualification; however, both will require protection against old age (pension scheme), job security, housing, programme, good transportation system, and a good environment, in addition to some other factors.

It should be mentioned, however, that what makes a job pleasant or dissatisfying is determined not just by the nature of the job, but also by the expectation that individuals have for what their employment should give (Webber 1975: 341).

The management has a distinct taste for understanding these expectations and creating a uniform and acceptable atmosphere and conditions of service for all employers from various cultural backgrounds and values, diverse interests and educational qualifications, compiled with diverse needs and motives to blend with the compare objective of the organisation while avoiding any conflict with the union.

The economic value of worker job satisfaction to management cannot be overstated in areas such as productivity, absenteeism, labour turnover, and so on. Employee dissatisfaction with their occupations will result in mental and physical exhaustion.

For example, the effect of this singular factor in the bank is that lured to alter overnight and vary entangle oneself in fraudulent practise capable of ruining not only his image but also the reputation of the bank and subsequent loss of money.

1.1 STATEMENT OF THE PROBELM

Every employee’s degree of performance is determined by how motivated the worker is to some psychological demands, while others are determined by psychological needs. Some people are motivated by a combination of psychological and physiological demands, while some organisations overlook employee motivation.

They fail to recognise that when an individual is driven, he is bound to produce incredibly well. As a result, no one who is neither motivated nor content with his or her employment can produce as required.

Many establishments have performed research to see how employees are motivated and pleased with their professions. However, there is no such repentance in ANCOOR FOODS AND PACKAGING NIGERIA LIMITED because the majority of the material supplied is not based on field research.

The issue now is determining what motivates and satisfies an individual in his or her employment.

 

1.2 OBJECTIVE OF THE STUDY

The overall goal of this study is to discover how ANCCOR FOODS NIGERIA LIMITED personnel are motivated and pleased with their jobs. Specific goals of this study include

To determine whether or not job satisfaction is uniform or differs from one individual to the next.

To assess some of the incentives provided by Anccor Foods in order to keep employees satisfied with their jobs.

Examine the potential and issues related to motivation and job happiness, and give effective recommendations to employees and management.

1.3 SCOPE OF THE STUDY

The research will be limited to determining the role of motivation and job satisfaction among ANCCOR FOODS ENUGU employees. This survey research will be centred on their leadership promotion, prospects, salary, training incentives, security, and so on.

1.4 RESEARCH QUESTION

The study will make use of the following research.

What factors influence an employee’s motivation and job satisfaction?

What exactly is job satisfaction, and what should an employee expect from his or her employer?

Is there a link between high production and opportunities for advancement?

Are you satisfied with your annual appraisal and the wage increase advised for you at the end of the year?

Is there a link between motivation and job performance?

Is your pay commensurate with your contribution to the job?

Is there a link between increased productivity and sufficient training and application of professional knowledge?

1.5 SIGNIFICANCE OF THE STUDY

This survey work is as crucial as the organization’s goals and progress. No firm can function without employees. To generate a profit, employers must work in an understanding and satisfied environment, so that one does not demand the effort of another.

This research will provide methods for sustaining an appropriate work environment favourable to peace and harmony. The study will also uncover methods for getting the most out of personnel, resulting in increased production, efficiency, and competitiveness.

Furthermore, among its industry counterparts, the study will contribute to knowledge of methods of eliminating frequent friction between management and employees and invariably maintaining a good industrial harmony in the organisation.

The conclusions of this study will aid in providing useful information about what inspires an employee and how satisfied he is with his employment. The findings will serve as the foundation for decision making and recommendation.

 

1.6 DEFINITION OF TERMS

 

JOB – The work that a person does for a living.

 

MOTIVATION – The way, urge, drive, and needs towards an action.

 

employment SATISFACTION – This is a favourable feeling or anticipation that an individual has about his or her employment.

 

INTRINSIC – The internal or intrinsic force that drives an individual to perform.

 

EXTRINSIC – This is the external reward force or drive that is imposed and has the ability to convince one to do.

 

EGO – This is a person’s demand for a high evaluation of himself, success status, acknowledgment, and a sense of being needed and valued by everyone.

 

PHYSIOLOGICAL necessities: These are basic necessities such as food, housing, clothing, and so on.

 

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