MOTIVATION A SUCCESS FACTOR IN ORGANIZATION (A CASE STUDY OF ANAMMCO NIGERIA LIMITED)
PROPOSAL
Some
organizations choose to motivate their employees by either providing them with
housing loans, vehicle or official vehicles. In the late 70s and early
80s some notable companies (mostly in the oil industries) adopted this mode of
motivation, by providing most of their senior workers with car loans.
In most organization,
with particular reference to the public sector, you find out that workers
hardly report to their duty posts as and when due, inspite of Management’s
threat; and when one inquires further why they exhibit such laxity or
lack a disical attitude to their duties; they will simply tell you that the
work is not their “father’s work” and if they drop dead today, someone else
would do the work most of the workers in both sectors of the economy are
involved in one form of trading or the other within and outside the
organization which neglects some sections of the civil service
regulation. A visit to some public organization during working hours will
reveal a clear case of either truancy or absenteeism as most workers only
report to sign attendance register after which they go out to pursue their
personal businesses, thereby having divided loyalty with their official
function.
This study will
made up of five chapters, chapter one deals with the introductory part of
they study. It will touch on vital subjects such as statement of the problems,
purpose of the study, scope of the formulation of hypotheses, theoretical
framework, limitation of the study.
Chapter two will
highlight the literature review which is other peoples view on the subject
matter, the study will attempt to strike a balance between observation and
theoretical concepts and feeling of people about motivation of workers.
Chapter three will deals
with the areas covered by the study and the method employed in the analysis of
the data that was collected through research questionnaire, design, selection
of sample size, sources of research materials, the research instruments and
treatment of data.
Chapter four will
analyze the collected data and present them in a simple form as to enhance
proper understanding and provide correct statistical testing for the postulated
hypotheses in the study using the chi-square.
Chapter five will bring
together the summary of findings, incorporating the observed data to make
recommendations on how to make motivation successful in an organization.
Recommendations will also be made.
ABSTRACT
This research study “Motivation a Success Factor
in an Organization” (A Case Study of ANAMMCO Nigerian Limited, Nigerian Port
Authority Plc) was conducted to further enlighten management that the
attainment of success in an organization has a direct bearing to motivation.
This research revealed that rewarding employees for their contributions to the
success of their organizations serves as the motivation factors inducement in
them, that helps bring out the best in them.
PREFACE
The study is arranged into five chapters, commencing with the introductory
chapter which comprises of the background of the study, statement of the
problem, objectives of the study through the significance of the study.
Chapter two took a sweep on literature review, being a summary of past research
finding on Motivation success, various form of motivation carried out by
notable authors.
Chapter three deals with methodology which entails the administration of
questionnaires processing and analyzing procedure for the data collected.
Finally, the fifty chapter is all about the conclusion of the study with the
summary of major findings, recommendations and areas of further research.
TABLE OF CONTENTS
CHAPTER ONE
1.0
Introduction
1.1
Background of the
Study
1.2
Statement of the problem
1.3
Objective of the
Study
1.4
Research
Question
1.5
Definition of
Terms
References
CHAPTER TWO:
Review of Related
Literature
2.1
Introduction
2.2
Meaning of
Motivation
2.3
Motivation and Organization
Performance
2.4
Various Theories of
Motivation
2.5
Sources of Motivation Factors in
Organization
2.6
Brief History of
ANAMMCO
2.7
Summary of Literature
Review
References
CHAPTER THREE
3.1
Methodology
3.2
Research
Design
3.3
Sources of
Data
3.4
Population
Size
3.5
Sampling
Plan
3.6
Sample
Size
3.7
Instrument for Data
Collection
3.8
Tools for Data
Analysis
3.9
Scope of the
Study
3.10
The Limitation of the
Study
CHAPTER FOUR
4.0
Data Presentation and
Analysis
CHAPTER
FIVE
Summary of Major
Findings, Recommendation and Conclusions
5.1
Summary of Major
Findings
5.2
Recommendations
5.3
Conclusion
Bibliography
CHAPTER ONE
1.0
INTRODUCTION
Most organization ignore this drive that
motivation is the success factor that we send employees thinking more of
organization interest and less of individual interest. Countries like Japan,
America, Russia, China, Europe are known for their technological advancement.
The secret behind the success of these developed countries is that they have
developed a culture of motivating their labour force. It is worthy to mention
that a motivated worker is the most productive workers. The worker who
sometimes equals or excel in any standard his boss sets or contemplates setting
for him. Herzberge defined motivation in a book jointly written by
Williams F. Dawling and Leonard R. Sayle titled “How motivates” (1971) as: “An
inner desire to make an effort.
This definition implies that there is a reagent that acts as a catalyst that
gears or gingers up the effort that make an employee go the extra mile to
achieve what he/she would ordinarily not achieve under normal circumstances,
the term “motivation” derives from the Latin movere “to move” it is virtually
impossible to determine a person’s motivation until that person behaves or
literally move. Robert Kreitner in the fifth edition of his book titled
“management” (1990) defined motivation as “the psychological process that gives
behaviour purpose and direction.
By applying this process, managers attempt to get individuals to willingly
pursue organizational objectives. The individual workers behave in a
certain manner or toward a certain direction informed by a drive within them
and this give them the urge to aspire to satisfy that objective.
The resultant effect of motivation is the attainment of higher productivity by
organization (both private and public)
In essence motivation is a function of performance, which eventually leads to
sustain the success of organization. A working definition (Cole 1995) of
motivation is as follows: “Motivation is the term used to describe those
process, both instructive and rations by which people seek to satisfy the basic
drives, perceived needs and personal goals which trigger human behaviour”.
It becomes pertinent for all organization to know that motivation is a success
factor in order to achieve higher performance.
1.1
BACKGROUND OF THE STUDY
The aims and objectives of every organization is
to be successful, and for an organization to be successful, its employees must
b properly informed of what is expected of them, how to go about achieving the
result; creating enabling environment for them to operate, availability of
facilities and material guaranteed job security adequate compensation for
hardworking workers, it is globally accepted that motivation plays a
fundamental role in enhancing workers performance behaviours. Motivation
comes in different forms, since human beings are unpredictable and their needs
insatiable, because what could serve as motivation to one worker may not
necessary server as motivation to the other. However, the following
factors could serve as motivation factors, as theorized by Abraham Maslow.
1.
Job security
2.
Job satisfaction
3.
Self esteem
4.
Self actualization
5.
Spirit of belonging (needs)
6.
Rewards for exceptional performance
Below is a diagrammatic representation of
these motivation factors.
|
Data from diagram from
A. H. Maslow.
Since motivation comes in divert forms, every organization (private or public)
has its pattern of motivating its employees to stimulate their moral toward
achieving a successful performance.
However, since motivation has been unverically accepted as an inducement to
employee to strive to achieve extra ordinary or unique level of performance
which they could not ordinarily achieve this worker will endeavour to unearth
or unravel those motivational tools available for employers to labour in order
to aid them in boosting their organizational performance. In view
of the security and exorbitant cost of accommodation in the cosmopolitan cities
like Lagos, most employees would feel highly motivated if provided with
accommodation at a reasonable cost. A case in point is the centre for
management development which has provided accommodation for its staff on
essential services and affordable cost with the organization’s premises. There
is no doubt that some of them may have gotten offers from somewhere else than
what they are receiving from the centre, but for the conducive accommodation
they enjoy from the centre, they would prefer the meager salary to receiving
the fat one elsewhere and pay so much on rent inside the city, this is a pure case
of lean liberty being better than fat salary.
Some organizations choose to motivate their employees by either providing them
with housing loans, vehicle or official vehicles. In the late 70s and
early 80s some notable companies (mostly in the oil industries) adopted this
mode of motivation, by providing most of their senior workers with car
loans. In the 60s and 70s all graduates from the universities had ready
jobs, car loans and accommodation waiting for them. This form of inducement
does not only encourage workers to be dedicated to an organization, but also
ensures employees punctuality to work, hence facilitating higher productivity
in the organization. Provision of free medical facilities has been discovered
to have played a functional role in having some employees fee motivated when
their employer consider their health their prime concern. A healthy
organization is a productive organization. Monetary motivation of course
play a greater role in motivating employees to give out their best. This
could come in the form of promotion, transfer, job enlargement; job enrichment,
benefits and training involving outside station. With the advent of the present
economic downturn, any form of monetary motivation will be very much appreciated
by a large number of employees and this will enhance the success of the
organization. The reality of monetary motivation cannot be overemphasized
as labour union have consistently being at logger-head with the Federal
Government over civil servant poor conditions of service, hence the inevitable
need for appropriate upward review of wages and salary labour union have always
felt unhappy that civil servants in a country of abundance financial resources
are not commensurately compensated. This has informed the persistent demand for
salary reviews in order not only to caution the economic effect, but to
adequately compensate them (employee), which in return will make them to
improve their work performance, some organization like Centre for Management
Development (CMD) for instance, has a culture of motivating its workers by way
of distributing rice, chicken and turkeys to staff at the end of every
year in addition to organizing end of year party for the staff children where
they are presented with some token souvenirs, the centre also gives long
service awards for its workers, where some of them take home gift items
such as television sets, sets of cooking utensils; depending on the
length of services. These incentives serve as motivational tonic and the
trigger employees, and serves as a success factor in the organization by
improve performance.
1.2
STATEMENT OF PROBLEM
In most organization, with particular reference
to the public sector, you find out that workers hardly report to their
duty posts as and when due, inspite of Management’s threat; and when one
inquires further why they exhibit such laxity or lack a disical attitude
to their duties; they will simply tell you that the work is not their “father’s
work” and if they drop dead today, someone else would do the work most of the
workers in both sectors of the economy are involved in one form of trading or
the other within and outside the organization which neglects some sections of
the civil service regulation. A visit to some public organization during
working hours will reveal a clear case of either truancy or absenteeism as most
workers only report to sign attendance register after which they go out to
pursue their personal businesses, thereby having divided loyalty with their official
function.
1.3
OBJECTIVE OF THE STUDY
For any person or group person or government to
think of setting up a company, the first thing that would come to mind is: What
are their perceived goals?
What are the resources
needed to achieve these goals?
Are the resources
available locally or they have to be imported?
Do they possess the
technological and or administrative competence? Or would they hire.
Do they have the skills
manpower o achieve their goals?
Because the success of any organization is a function of good management
material availability, recruitment of the right caliber of workers, creating
the atmosphere for the workers and motivating them to aspire for greater
heights. Once a manager is able to acquaint himself with these attributes, he
would be in vintage position to actualize his dreams (goals).
Having familiarized ourselves with the importance of motivation to enhancing
organization success factor, the rational behind the research work is.
1.
Enable the researcher ascertain whether organizations do realize their goals
without motivating their workers.
2.
What are those success factor that assist them in realizing their objectives?
3.
What are those obstacles or impediments that prevent them from actualizing
their goals?
4.
What I employees behaviour toward performance?
5.
How motivation or de-motivation are their works.
6.
How often are they being trained or retained?
7.
What forms of motivational success factors or strategies do they adopt?
By the time these question are answered, employer would have comprehended the
need for motivation to improve their performance.
1.4
RESEARCH QUESTIONS
The researcher would attempt to find out:
1.
What kind or form of motivation is essential or appropriate for Nigeria public
or private workers?
2.
The impact of motivation as a success factor as regards to performance in
organizations.
3.
Is success factor a function of motivation?
4.
Why do most Nigeria shy away from working in the public sector in preference to
multinational companies such as the oil company or vice versa.
5.
Why do some organization remain largely unprogressive throughout their life?
1.5
DEFINITION OF TERMS
1.
SUCCESS
FACTOR:
Success factor can be defined as “a drive that give the urge to aspire to
satisfy that objective, it is also a measure of how ell resources are brought
together in organization and utilized for accomplishing a set of results level
of performance with the last expenditure or resources” success factor is a
combination of effectiveness and efficiency.
Effectiveness related to
performance.
Success index =
output obtained
Input expenditure
= Performance
achieved
Resources Consumed
= Effectiveness
Efficiency
2.
MOTIVATION: Motivation is
defined as goals that are sought for an ability to work towards an
objective. It is an action that springs up from a result oriented.
3.
PERFORMANCE: The outcome of executing and assigned task
or job to satisfy a set standard.
4.
SUPERVISOR: Head of an assigned group of people who issue directives to the
group and ensures that the outcome of the work is in conformity with the
expected result.
5.
EMPLOYER: A person who employ the services of an employee on agreed terms.
6.
EMPLOYEE: A person employed to carry out a particular task or job.
