ABSTRACT
This research project is
a very crucial study for the entraco company plc. The study was to know
the motivational tools employed by the management of entraco to increase the
productivity of workers.
The research instrument
used in collecting the data were respondent, which comprised of sex marital
status and salary grade distribution of the company.
TABLE OF CONTENTS
CHAPTER ONE
1.0 Introduction
1.1
General background of the subject matter
1.2
Problem associated with the subject matter
1.3
Problems that the study will be concerned with
1.4
The importance of the studying the area
1.5
Definition of important terms
1.6
Reference
CHAPTER TWO
2.0
Literature review
2.1
The origin of the subject area
2.2
Schools of thought within the subject area
2.3
The school of thought relevant to the subject matter
2.4
Different methods of studying the problem
2.5
Summary
References
CHAPTER THREE
3.0
Conclusion
3.1
Data presentation
3.2
Analysis of the data
3.3
Recommendation
3.4
Conclusions
References
Bibliography
Periodical
CHAPTER
ONE
INTRODUCTION
1.1
GENERAL BACKGROUND OF THE STUDY
Over some years ago,
psychologist, manager and the student of management have given increase
attention to the need for human motivation at the work place. They found
this concept useful to both explaining human behaviour, particularly in work
situation to increase the productivity of workers.
The purpose of motivation is to optimize one’s performance and to attain a
standard of excellence in any endeavour manager in all types of organisation
are continually faced with the problem of vast difference that exist in the
formance or output of individual workers some employees also perform at high
level and need little or no supervision and appear to enjoy what they are
doing, other employees perform only at marginal level and required constant
attention and direction and are often absent from their duty posts. The
reason for the difference performance are varied and complex, involving the
nature of the job, the behaviour of the manager and the characteristics of the
workers. The big question is, how can the manager maintain the high
performance of the first group and also increase that of those producing
marginally, when it comes to those highly productive on the job, to performing
with little or no direction and to being a real contribution to the organization.
What can only usually say is the cause? Does money count first i.e. the
desire to draw bigger pay pocket? Is threat the principal factor?
Or is it the sheer enjoyment of being part of the busy co-operative – professional
team that makes some employees perform high? It has been recently shown
that this variation is caused by the motives of workers, whether the employee
or manager are high or low in achievement motivation make a real difference in
the effectiveness of financial incentive.
Several studies have
shown that offering additional financial reward for doing a task does not make
a strongly achievement oriented person to work harder or better. A group
of aggressive achievement minded salesmen would certainly be angry if their extra
effort were not recognized with much greater financial reward. Yet
offering them bonus is not what produce the extra effort, this may seen like a
psychological distinction without a difference, but the interpretation of the
bonus plan genuinely effect performances.
People with relatively
low achievement motivation, on the other hand, will work harder for increased
financial rewards, however, does the money got by doing it interest them
primarily as a major of accomplishment? Rather, it has other values for them.
This work therefore will
attempt to probe into the motivational tools employed by the management of
Enugu State transport company limited to motivate it employees. The
finding will help to evaluate the problem and prospect of the organisation in
the area of motivation and to suggest ways of improvement.
Enugu State transport
company limited is a big company and also a strategic one because of the place
of transportation in any economy.
The government invested
a huge amount of money to set up ENTRACO and therefore, expected reforms from
the investment that is why it is a profit – oriented organization. It is
only through effective performance of the employees that returns from the
investment can be achieved. This is why it is necessary to know how they
are being motivated to work and achieve their organisation’s objectives.
1.2
PROBLEMS ASSOCIATED WITH THE ORGANISATION
Enugu State Transport
Company Limited (ENTRACO) came into existence to alleviate the transport
problem facing the people of the state.
The then Anambra State
Government attempted to tackle the situation and that give birth to the
Transport Company of Anambra State (TRACAS) launched in 1988. This was
with the intention to provide cheap, reliable and efficient transport service
to the people. But with the state creation exercise by the then head of
state Gen. Ibrahim Babangida, the Enugu State came into existence, the assets
and liabilities of TRACAS were then shared between the two state i.e Anambra
and Enugu and with it, came the birth of Enugu State Transport Company Limited
on the 10th of October 1991.
In October, 1996, more
state were created under the head of state, Gen. Sani Abacha, Ebonyi State were
created out of Enugu State which led to the sharing of Entraco’s Assets again
between Ebonyi and Enugu State.
After that, ENTRACO
inherited 17 operational buses. As at 1997 ENTACO’S staff strength fell
to 120. The same year 1997 ENTRACO made a loss of eleven million naira,
right now, ENTRACO does not have more than 7 (seven) cars both luxurious and
some cars.
Infact, the Enugu State
Government has made serious plan so that the company might go back to its
former position.
ENTRACO now few depots
located in different towns of Enugu, Anambra and other state of the federation
with its head quarter located along Enugu – Abakaliki express road, Emene Enugu
its major routes are:
Enugu
- Abuja
Enugu
- Port Harcourt
Enugu
- Abakaliki
Enugu
- Udi/Oji River
Enugu
- Nsukka
1.2 STATEMENT
OF PROBLEM
In a workplace
individual employees have different aims and aspirations, for instance, some
would prefer to work very hard and yet be satisfied at least for working hard,
some employee aims might be just to contribute to the job, others might have
aims of showing appearance in the office and would not like to be usefully
engaged, still some would prefer working for short periods hence their aims
would be to reduce the time they spend in the workplace to a minimum
level. When duties and authority of jobs are carefully described, then it
would appear that accountability and responsibility could be determined
easily. In great many cases, this is true. However, in an
organisation, responsibility of ten can be avoided very easily by using bureaucratic
techniques originally designed to produce efficiency. Similarly, when a
departmental conflict creates the need of co-ordinating decision, a
non-responsible member/worker can avoid responsibility by basing a decision on
the existing power structure, using history as the justification.
1.4
THE IMPORTANCE OF STUDYING THE AREA
This exercise is an
investigative research work specially directed towards finding out how managers
motivates finding out how managers motivators their workers. We are using
the Enugu state transport company “ENTRACO” as our case study.
This research their fore
limit itself to only investigating into the motivational tools the company uses
in the management of its human resources. Some of the ways in which they
motivate their workers include:
a) Wages
and salaries: Employees consider wages as the most important
way of motivating workers. It can provide a sources of motivation for
employees to work effectively.
b) Training
and development: The importance of staff development in any
organisaiton cannot be over-emphasized. A training scheme teaches the
relevance of jobs and motivation and the necessary skills to apply.
c) Promotion: This
is the advancement to a higher rank. A higher level job demand a lot of
responsibilities and it may be tasking on the individuals.
Other ways are also
important include: job security, job enlargement, appraisal, fringe benefit,
insurance etc.
1.5
DEFINITION OF IMPORTANT TERMS
There are some unique
and difficult words in this project. However, they are carefully
explained for easy comprehension of their meanings and the context in which
they are applied.
1.
Motivation: This simply means ensuring appropriate
behaviours of workers in an organisation by providing an environment in which
people can satisfy their human need through both their work and work
environment. Motivation can be informed of promotion, bonus performance
appraisal, salary increment, provision of trainge benefit etc.
Nuezynski and Buchanam (1985) defined motivation
as “a decision-making process through which the individual chooses desire
outcomes and set in motions the behaviours appropriate to acquired them.
2.
Management: This is the
co-ordination of human material resources in an organisaiton to achieve
management goals. Umoh (1996). Defined management as the process by
which people (managers) create, direct, maintain and operate purposive
organisation through systematic co-operative human effort. It is also the
process of getting things done by using other people to achieve a set of
objective.
3.
Tools: This mean any items
article used to achieve an objective in an organisaiton. It is also an
instrument or measure employed by management to achieve set objective in an
organisation.
Tool also mean, the
existence of infrastructural support, this things are more should be made
available in the working places so that productivity could be
increased.
Department | Business Administration and Management |
Project ID Code | BAM0312 |
Chapters | 3 Chapters |
No of Pages | 45 pages |
Reference | YES |
Format | Microsoft Word |
Price | ₦4000, $15 |
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Contact Us On | +2347043069458 |