of this study is to find out the views and opinions of staff in College of
Education, Ekiadolor on the effect of motivation like salary, promotion and
other benefits gotten from job, in the absence of these motivational factors,
the study is aimed at finding out those factors that has lead to no motivation.
In order to be able to investigate these causes, the researcher drew up about
four (4) research questions, a questionnaire was also designed to get the
opinion of these concern.
questionnaire was distributed among the staff of College of Education,
Ekiadolor, Benin. Based on their responses, the data was analysed and some
causes in the form of review of related literature, the researcher made some
suggestions and recommendation.
Thus, it is
hoped by the researcher that adequate consideration of these suggestions and
recommendation would reduce if not eradicate the lack of motivation of workers
Background of the study.
Statement of problem.
Purpose/Objective of study.
Limitation of the study.
Scope of study.
Hypothesis of study.
Definition of Terms.
Meaning of motivation.
Method of Data Analysis.
CHAPTER FOUR: PRESENTATION AND ANALYSIS OF
SUMMARY, CONCLUSION AND RECOMMENDATION
1.1 BACKGROUND OF
today, we are faced with the problem of economic set back resulting from
world-wide economic recession and the level of input into anything to produce
some of the silent issue of any organisation globally is motivation it private
or public organisation. The human factor of any organisation cannot be over
emphasized. Without doubt, people are the pivot of central point on which any
organisation like the College of Education, Ekiadolor as a case study revolves
and they are instrumental in every aspect of the institution. It is therefore
paramount to note that motivation is of vital importance to the success to an
organisation. In view of it's relevance, effort have to be made to ensure that
workers both academic and non-academic staff put in their best for the benefit
of the institution.
obvious that the amount of effort workers will put on a job depends largely on
the degree of motivation they received. Motivation in the management circle,
refer to workers performance in the attainment of institutional goals. It is
also seen as that inner force which direct an individual to do certain things
at a given place over a given period of time.
what motivates people in a given period of time varies from person to person.
Most management believes that those things which motivates their workers are
monetary rewards and bonus or fringe benefits. But these ideas have been proved
wrong by managerial experience. However, there are more silent factors that
motivate people greatly, these includes incentives that relates to affiliation
and personal recognition, sense of belongings, security, sympathetic,
understanding of personal problems and work well done.
and Stainer (1994:42) sees motivation as an inner state that energises,
activates, move and direct or channels behaviour towards goals.
working environment like the College of Education, Ekiadolor, motivation is an
effort designed to energise or induce workers as the case may be to perform
effectively as to enhance fulfilment of goals.
(1983) added that just as employee has certain wants tar employers are expected
to supply, the institution in another hand have certain types of behaviour that
it hopes to elicit from the employee. It therefore becomes instructive that to
strike a balance and create a harmonious co-existence, management has to
consider side by side.
research shall in the course of work focus on the effect of motivation in
respect of Academic Staff and Non-academic Staff of College of Education,
Ekiadolor, like any other institution, workers needs and wants are no doubt
numerous. However, these desires should be satisfied in order to prevent
frustration, which could be capable of lowering the moral of the individual
worker and thereby generating adverse effect on performance and ultimately
1.2 STATEMENT OF
Education, Ekiadolor, like any other institution or organisation in Nigeria is
rapidly expanding, this growth calls for an increase in the demand for skilled
human resources especially those trained for the job, which is in short supply.
It is very
important to note that every head of institution required skilled, talented,
experienced and specialised academically in order to enable the achieve their
specific objectives and goals of the institution. To achieve these objectives,
staff in order to discover those attributes inherent in these staff. Without
adequate planning, execution and control measures, all efforts directed towards
the motivation of the performance of staff may be useless. So in that case,
management should strive to know the particular needs and the aspiration of
their staff in order to be able to motivate him or her because if the worker
are not motivated, it then becomes a problem which will lead to the
dissatisfaction in their job.
problematic question here is that to what extend does salary paid to workers
helps to motivate and retain them. Dale Beach (1983:35) said work manifests
significance over and above its strength economic function by providing social
relationship, self-esteem, sense of identity. This implies that work serves
many perceptible purpose.
In view of
the above problem, this research work is designed on how to motivate
staff and also to know the causes of the low performance of staff in
College of Education, Ekiadolor and how the management would affect and change
because staff motivation is important as it is the tool or weapon use in
achieving the goals of profit maximisation in an organisation.
1.3 PURPOSE AND
OBJECTIVE OF STUDY
light of the above problems, this study is amongst other thing set out to
achieve the following purpose and objectives.
1. To determine the basic needs of the
workers that will enable them perform their job effectively.
2. To Examine the impact of prompt reward
for hard work on job.
3. To recommend measures for staff
motivation in College of Education, Ekiadolor.
4. To investigate and determine the
present motivational scheme such as promotion, salaries and training of workers
among College of Education, Ekiadolor staff.
5. To identify the factors capable for
motivation and the techniques required by management to motivate it staff.
1.5 SCOPE OF STUDY
research work is limited to College of Education, Ekiadolor - Benin and the
effect of motivation like salaries, promotion e.t.c in job.
1.6 HYPOTHESIS OF
1. Better and improved motivation factors (increase in salaries,
promotion, recognition e.t.c) lead to increase productivity of workers.
Motivation is based on the input of the workers. Management do not believe that
motivation have any thing to do with job performance.
1.7 DEFINITION OF
is the degree of the result or consequences of an action. It can be positive or
negative in nature.
an inner drive that propel one to act or behave in a specific way in attempt to
satisfy some specific need. It enable an employee work towards receiving a
reward that will make the individual feel gratified.
person employed in an organisation who renders his or her services for the
purpose of earning a living.
is the extent to which the output of an organisation exceeds the input of staff
in producing that output.
the systematic development or knowledge, skills and attitude required of an
individual to perform a given assignment adequately.
is the advancement of staff to better job in terms of greater skills and
increase in salaries.
is the benefit derive from satisfactory performance of tasks or duties in an
organisation, it could be cash or kind.
individual agency or organisation that takes on the services of a person and
pays for work done.
TERMS AND CONDITIONS APPLY
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