THE IMPACT OF MOTIVATION ON UNIVERSITY EMPLOYEE PERFORMANCE
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ABSTRACT
Using Rivers state university as a case study, this research aimed to assess the effect of employee motivation on performance. The investigation was directed by the following research questions: How do financial variables influence the performance of Rivers State University employees? How does job design influence the performance of Rivers State University’s employees? And how does staff training and development influence the success of Rivers State University’s employees? The research was descriptive in nature. This study’s population was comprised of all Rivers State University workers. Using a structured questionnaire, the primary information for the study was acquired. Using descriptive analysis, the proportions and frequencies of the variables were determined. The sample was used to generate inferences about the population, and Statistical Package for the Social Sciences (SPSS) was utilized to facilitate data analysis. The research indicated that Rivers State University does not provide monetary incentives to its staff. The study revealed that the organization uses non-monetary incentives to drive employees, such as recognition, decision-making responsibilities, advancement, and flexible work hours. The survey revealed that the employees considered that money was a vital motivator for work, and that the majority of them evaluated the worth of money as a scorecard to determine how much the firm valued their services. The study revealed that Rivers State University employees were dissatisfied with their job design in terms of the activities they performed, and their demotivation was a result of the organization’s failure to include them in the job design process. The survey revealed that Rivers State University staff receive training aimed at enhancing their work-related knowledge, abilities, and attitudes, as well as boosting their confidence and morale. It was discovered that the university’s personnel have a sense of security as a result of their training, which facilitated their capacity to manage organizational changes and new situations. The study reveals that Rivers State University employees were dissatisfied with their job design in terms of the activities they performed, and their demotivation was a result of the organization’s failure to involve people in job design. The study concludes that Rivers state university employees receive training aimed at enhancing their knowledge, skills, and attitudes toward their work, as well as boosting their morale and confidence on the job, and that their training gave them a sense of security that enhanced their ability to manage changes and new situations within their organization. The study recommends that management retain non-monetary rewards as a cost-effective method for maintaining a highly motivated workforce, but also include monetary rewards that should be directly linked to the compensation plan, as well as provide and develop a practical job rotation program and a comprehensive program for its electiveness. The study suggests that managers give ideal motivating systems that must be determined for the implementation of work rotation policies.
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CHAPITRE ONE
1.1 BACKGROUND OF THE STUDY
Motivation is the driving force behind an employee’s pursuit of his or her wishes or goals (Patrick, 2008). It was observed at the institution that employees were experiencing a variety of challenges, particularly with regard to workplaces, salaries, and job security. As a result, job performance at the working location has declined (Simons, 2006).
Motivation is the drive that causes employees to choose a specific job, remain in that employment for a longer amount of time, and work diligently. In other words, individuals make effort in the hope that their needs will be met (Kalim, 2010). Employee motivation is extremely important because workers anticipate decent working conditions, fair pay, fair treatment, and participation in decision-making. These factors are not distributed fairly to university personnel (Patrick, 2008). For the institution to overcome these obstacles, it must comprehend employee motivation (Kalim, 2010). According to Thomson (2006), extrinsic incentive, such as monetary compensation, can greatly encourage personnel, hence enhancing service delivery in both the public and commercial sectors.
However, Herzberg (2017) argues that money is a hygiene issue and not an incentive. In addition, there are a variety of ways in which people are motivated by the actions of others. Therefore, motivation is a crucial problem that might boost employee morale in a firm. Without incentive, personnel cannot produce the necessary results (Adams, 2002). In light of the aforementioned criteria, the present study seeks to determine the effect of motivation on the performance of university personnel.
1.2 STATEMENT OF THE PROBLEM
Motivation is one of the several obstacles facing numerous public institutions, including universities (Armstrong, 2006). According to Patrick (2008), lack of motivation among university personnel is the leading cause of poor job performance.
Motivation is a crucial aspect of job performance and service delivery in any institution or company. In every firm, productivity and work performance have been characterized by motivation. This circumstance has been a barrier to the provision of services by university workers.
According to empirical research by (Chambuko, 2008) and Adams (2002), the majority of university employees perform badly due to inadequate in-service training offered by their employers and low compensation. Consequently, this leads in the relocation of personnel from one office to another. Consequently, the goal of the present study is to evaluate the impact of motivation on university performance.
1.3 OBJECTIVE OF THE STUDY
This study was conducted to assess the effect of motivation on the performance of university personnel. The study was also motivated by the following aims.
Determine how financial issues affect employee performance.
Determine the effect of job design on the performance of university personnel.
Determine the impact of staff training and development on the performance of university personnel.
1.4 RESEARCH QUESTIONS
The investigation was directed by the following research questions:
How do financial issues affect the effectiveness of university employees?
How does work design affect the performance of university employees?
What effect does staff training and development have on the performance of university employees?
1.5 Significance of the Research
The outcomes of this study would be useful to academics and researchers since they would contribute to the body of knowledge regarding motivation and human resource management in universities. The study will provide suggestions for new research areas to be investigated.
1.6 RADIUS OF THE STUDY
THE PURPOSE OF THE STUDY WAS TO DETERMINE THE IMPACT OF MOTIVATION ON EMPLOYEE PERFORMANCE AT THE UNIVERSITY. The study was conducted with the participation of 122 university employees. THE RESPONDENTS WERE FROM VARIOUS DEPARTMENTS AND THE DATA WAS COLLECTED BETWEEN THE MONTHS OF NOVEMBER 2020 AND JANUARY 2020.
THE IMPACT OF MOTIVATION ON UNIVERSITY EMPLOYEE PERFORMANCE
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