The influence of employee motivation on work performance in private organizations
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FIRST PART
INTRODUCTION
1.1 Background of the Research
Global business conduct today is difficult. In addition, their performance in terms of development in returns faces internal and external obstacles. To survive in the present harsh working environment, manage the complete spectrum of production factors (e.g., machines, materials, and personnel), and enable individuals to perform well in a more innovative and creative manner, they must create an effective mechanism. In contrast to other resources, employee management necessitates the accomplishment and management of thoughts, feelings, and emotions in order to ensure the maximum level of productivity, and they are the ones responsible for the success of the other aspects. Individuals that are highly aroused have a high level of production. An employee’s motivation is a crucial asset for delivering value to an organization by preserving and enhancing its business and sustaining its growth. This research investigates the impact of motivation on organizational performance in Tanzanian private firms. 2 Competitiveness is defined as a company’s ability to maintain and increase its market share. (Noe et al., 2010 and Schermerhorn, 2010). Today, an increasing number of businesses are realizing that their employees are the true source of their competitiveness and, consequently, their profits, and not the financial capital that they are attempting to multiply via their daily activities (Wanda, 2005). Employees are viewed as an organization’s most valuable resource; hence, improving their work performance is one of the most important areas in which successful firms must focus (Markova and Ford, 2011 and Fisher, 2012). Providing motivations to employees is one of the measures done by firms to enhance employee work performance (Barney and Ricky, 2004; Caliskan, 2010; Appian et al., 2013 and Nadeem et al., 2014).
Motivated individuals demonstrate a willingness to apply their creativity, skills, and knowledge for the benefit of the organization (Markova and Ford, 2011), which is correlated with productivity, organizational commitment, and employee retention; thus, their work performance improves (William, 2011 and Perera et al., 2014). Numerous variables, some of which are concrete, such as money, and others of which are intangible, such as a sense of accomplishment, motivate people at work (Sector, 2003). Although employees receive satisfaction from their job or workplaces for a variety of reasons, the purpose of this study was to evaluate the impact of employee motivation and its relationship to employee work performance. The primary emphasis is on the fact that the success of any business is highly dependent on the inputs of its employees, and that such inputs are indestructible to a high degree of individual quality, as well as on those aspects of workers’ work environments that motivate them to invest extra physical and mental effort into their jobs. In this regard, the organization’s goals can be pursued and accomplished. Therefore, motivation is regarded as one of the most important factors of organizational success in terms of work performance.
1.2 Description of the Problem
Employee motivation has been at the forefront of research efforts in recent years, as the performance of any firm depends on the amount of employee motivation. Predominant concern is how well an organization encourages its employees to achieve its purpose, vision, and mandate. Employees in both the public and private sectors are confronted with distinct obstacles. Considering the above information and the current economic trend, it is apparent that the rate of change in our business environment provides everyday new obstacles. In general, every corporate entity craves success and strives for continuous development. Currently, company organizations, regardless of size, technology, or market emphasis, have employee retention issues due to the intense competition. To overcome these arguments regarding human resource productivity, employees and their organization’s management should establish and maintain a strong relationship and bond.
A large number of employees around the world, if they don’t enjoy their employers, their level of work, or their level of excitement, often decide to seek employment elsewhere where they can experience a better level of inspiration; this, in turn, determines an employee’s level of productivity.
1.3 Objective of the Research
This study’s primary purpose is to determine the relationship between employee motivation and work performance in the private sector.
Determine the relationship between employee well-being and productivity.
Analyze the influence of motivation on work performance at Globacom Telecom, Otta, Ogun state
Examine the impact of employee-employer relationships on the degree of employee productivity.
4. Determine the impact of compensation on an employee’s level of productivity.
1.4 Investigative Question
What effect does employee well-being have on an employee’s productivity?
Is there a correlation between motivation and work performance at Globacom Telecom, Otta, Ogun?
Does the relationship between employees and their employers have any effect on employee productivity?
What influence does compensation have on an employee’s level of productivity?
1.5 Scientific Hypothesis
False: motivation has no substantial effect on work performance Globacom Telecom
There is a considerable relationship between motivation and work performance. Globacom Telecom
1.6 Importance of the Research
This research will be beneficial in multiple ways. Initially, it will introduce business owners, managers, and organizations to the concept of motivation and its impact on productivity. In addition to providing managers and business owners with an understanding of the importance of knowing their employees and ensuring adequate motivation in their organizations, this research will also enable the government at various levels to formulate policies that will enhance the stability, growth, and development of businesses in the region in matters pertaining to organizational productivity by seeking ways to ensure that employees are sufficiently motivated.
And finally, this research will serve as a guide for other researchers who conduct similar studies and as a point of reference for subsequent research.
1.7 Scope of the Research
This research will be done at Globacom Telecom in Ado-Odo otta, Ogun State; hence, it will investigate employee motivation and its implications on performance.
1.8 Limitations of the Research
During the course of study, obtaining funding for general research will be a struggle. In addition, respondents may not be able to or want to submit the questionnaires provided to them.
The influence of employee motivation on work performance in private organizations
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