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MOTIVATIONAL STRATEGIES AS A TOOL TO IMPROVE QUALITATIVE EDUCATION
Abstract
Motivational
strategies are ways by which management of an organization exploits to arouse
their workers behaviour. The things that are responsible for variation in
performance are firstly, the ability or skill of the individual to perform the
job and secondly his drive or motivation to use this ability or skill in actual
performance of the job. Hence a person with the ability to perform would
increase if there are motivational packages at his/her disposal. People join
organizations so that they can ultimately achieve their individual objectives
(needs) by helping the organization achieve their own objectives. However, the
study was restricted to Enugu State College of Education (Technical) Enugu.
Both primary and secondary data were used in the study. To collect the data, a
set of questionnaire was designed and administered to a sample of respondents
which the whole copies were completed and returned, representing 100 percent
response rate.
CHAPTER ONE
INTRODUCTION
Background
of the Study
The sole aim
of every organization is the achievement of high productivity. To get at this
according to Atuemyi (2001:24) depends very much on the performance of the
workers, performance being a function of motivational ability, tools, moral and
integrity that motivation according to O’ Donnel (1999:81) is a means of
including people to work in a desired meaner. It is the process that causes,
channels, and sustains people’s behaviour. Human beings are the neck that holds
the head of an organization; they are the most precious capital resources of
the industrial society that we cannot afford to overlook their inner state of
mind towards performance in the organization.
It is
believed that motivation is an internal state that causes a person to direct
his energies towards a specific goal or set of goals. Motivation cannot be seen
taking place in any human being but its effect can be seen. For a person to be
motivated, a need has to be activated. This need activation is known as a
motive. People are motivated by their various individual needs. For instance,
one who is hungry has the need to obtain food to eat, and this need motivates
him to take necessary steps to get food. Motives are the impulses within a
person that causes certain behaviour.
According to
Obayi (2009:52) motivation is imperative in promoting productivity. One of the
greatest tasks confronting the educational sector is that of motivating his
workers to greater performance. To succeed in getting his subordinates to
achieve the organization goals and objectives, the manager should understand
the fundamentals of motivation.
By and
large, the motivation process begins with a need and a motivational need is a
felt want; these needs can be physiological based or psychologically based.
People join organization so that they can ultimately achieve their individual
objectives (needs) by helping the organization to achieve their own objectives.
In other words, a person joins an organization to satisfy his needs and
therefore would be motivated to work willingly and enthusiastically if he sees
his organization as helping him to satisfy his needs.
However,
human needs are complex and varying and so are the processes of motivating
them. Thus, motivation has faced a lot of thought as to how it operates in an organization.
Many proposals or theories thereupon made overtime have ranged from the work of
Fredrick Taylor to human relative movement, to Abraham Maslow, to Fredrick
Herzberg, to Expectancy theory and to Douglas McGregor’s theory X and Y. an
appropriate mix of these motivational theories coupled with an understanding of
employees needs will help to solve the motivational problems in Enugu State
College of Education Technical.
A manager or
management should realize that every action he takes in the organization
stimulates a reaction in employees (staffs). He should realize as well that a
person comes to work to get both the intrinsic and self fulfillment, and
intrinsic rewards like promotions, pay and other conditions of service. All
these are some of the motivational strategies that would be borne in mind to
stimulate employees to action. Increasing the pay package alone would not be
enough to stimulate employees.
Consequently,
the importance of motivation cannot be neglected. The research conducted by William
James in the late 1800s indicated this; He found that hourly employees could
keep their jobs by using approximately 20 to 30 percent of their ability. James
also found that highly motivated employees work at approximately 80 to 90
percent of their ability.
In other
words, highly motivated employees can bring about substantial decrease in
problems such as absenteeism, turnover, tiredness, strikes and grievances.
This
research work therefore, wants to use this study to explore the staff
motivational strategies in Enugu State College of Education (Technical) Enugu
and hence see what the staff in this organization from their jobs and how best
their expectations can be met with a view to motivating them to higher
performance bearing in mind that their organization is service oriented.
Statement of
Problem
What
motivates a worker has since ages posed some problems. Why is it, for instance,
that the self employed Nigerian is highly motivated to produce while the public
sector employee is not? Why does the university student read round the clock
for his examination but joins the rank of time watched and “not on seat” as
soon as he gets employed after graduation?
Consequently, to help answer these questions, psychologists and other
social scientists postulated various theories on motivation. Maslow’s theory of
needs, Hertzberg’s motivator.
Hygiene
factors, theory X and Y and the expectancy model discussed in this paper
attempted to explain what motivates workers.
Unfortunately
many Nigerian managers and employees have a shallow view of the problems of
motivation. For them the paralyzing analysis of arm-chair motivation theorists
are dummy variables not worthy of any consideration in the practical problems
of motivating workers to increase their productivity.
This
research, therefore, intends to explore some of the ways or methods that are in
sue on Enugu State College of Education (Technical) to make staff work harder
towards achieving the goals of the organization. Infact, as we stated earlier,
there are many ways in which employees could be made to work harder but this
research specifically looks into the pay of the staff and the provision of some
fringe benefits such as transport and housing allowances, medical and canteen
services and their impact in motivating employees. Moreover, the researcher
would want to find out whether there are opportunities for promotion and
training their effect in making the employees work harder to improve the
quality of teaching and learning processes.
Purpose of
the Study
The purpose
of carrying out this research includes the following:
1. To find out whether Enugu State
College of Education (Technical) Enugu uses increase pay, promotion, training
and fringe benefits to make their staff work harder.
2. To ascertain the employee’s
perception of the effect of those measures in making them increase their
efforts.
3. To assess the effectiveness of these
measures in motivating the staff.
4. To establish a relative order to the
implicit of those measures on employees motivation and its effects in
qualitative education.
Significance
of the Study
This study
would help the management of Enugu State College of Education (Technical) Enugu
and other organization to identity the effects of high salary and promotion on
their employees. This research in question will make a good contribution to the
development of our economy in general and prosperity of individuals who deems
it right to be employee. So we maintain that every part of this research
project is important in all ramifications. The study makes a lot of
contributions towards economic development and human development through staff
motivation.
Research
Questions
The
following are some of the research question raised.
1. What strategies does the management
of Enugu State College of Education (Technical) Enugu employ in motivating
their staff.
2. What is the effect of high salary on
workers performance?
3. Does an employee get promoted in the
college base don the person’s skill and hard work?
4. is the college helping their employee
in achieving their personal need?
Definition
of Terms
Motivation: The word motivator motivating mean
the reason why somebody does something or behaves in a particular way.
Behaviour: Simply means a way of behaving.
Productivity: The efficiency with which things are
produced.
Organization: An organized group with a particular
purposes.
Employees: A person engaged to work and to
receive pay for the job done.
Management: The act of managing or the management
of an organization
CHAPTER ONE
INTRODUCTION
Background
of the Study
The sole aim
of every organization is the achievement of high productivity. To get at this
according to Atuemyi (2001:24) depends very much on the performance of the
workers, performance being a function of motivational ability, tools, moral and
integrity that motivation according to O’ Donnel (1999:81) is a means of
including people to work in a desired meaner. It is the process that causes,
channels, and sustains people’s behaviour. Human beings are the neck that holds
the head of an organization; they are the most precious capital resources of
the industrial society that we cannot afford to overlook their inner state of
mind towards performance in the organization.
It is
believed that motivation is an internal state that causes a person to direct
his energies towards a specific goal or set of goals. Motivation cannot be seen
taking place in any human being but its effect can be seen. For a person to be
motivated, a need has to be activated. This need activation is known as a
motive. People are motivated by their various individual needs. For instance,
one who is hungry has the need to obtain food to eat, and this need motivates
him to take necessary steps to get food. Motives are the impulses within a
person that causes certain behaviour.
According to
Obayi (2009:52) motivation is imperative in promoting productivity. One of the
greatest tasks confronting the educational sector is that of motivating his
workers to greater performance. To succeed in getting his subordinates to
achieve the organization goals and objectives, the manager should understand
the fundamentals of motivation.
By and
large, the motivation process begins with a need and a motivational need is a
felt want; these needs can be physiological based or psychologically based.
People join organization so that they can ultimately achieve their individual
objectives (needs) by helping the organization to achieve their own objectives.
In other words, a person joins an organization to satisfy his needs and
therefore would be motivated to work willingly and enthusiastically if he sees
his organization as helping him to satisfy his needs.
However,
human needs are complex and varying and so are the processes of motivating
them. Thus, motivation has faced a lot of thought as to how it operates in an
organization. Many proposals or theories thereupon made overtime have ranged
from the work of Fredrick Taylor to human relative movement, to Abraham Maslow,
to Fredrick Herzberg, to Expectancy theory and to Douglas McGregor’s theory X
and Y. an appropriate mix of these motivational theories coupled with an
understanding of employees needs will help to solve the motivational problems
in Enugu State College of Education Technical.
A manager or
management should realize that every action he takes in the organization
stimulates a reaction in employees (staffs). He should realize as well that a
person comes to work to get both the intrinsic and self fulfillment, and
intrinsic rewards like promotions, pay and other conditions of service. All
these are some of the motivational strategies that would be borne in mind to
stimulate employees to action. Increasing the pay package alone would not be
enough to stimulate employees.
Consequently,
the importance of motivation cannot be neglected. The research conducted by
William James in the late 1800s indicated this; He found that hourly employees
could keep their jobs by using approximately 20 to 30 percent of their ability.
James also found that highly motivated employees work at approximately 80 to 90
percent of their ability.
In other
words, highly motivated employees can bring about substantial decrease in
problems such as absenteeism, turnover, tiredness, strikes and grievances.
This
research work therefore, wants to use this study to explore the staff
motivational strategies in Enugu State College of Education (Technical) Enugu
and hence see what the staff in this organization from their jobs and how best
their expectations can be met with a view to motivating them to higher
performance bearing in mind that their organization is service oriented.
Statement of
Problem
What
motivates a worker has since ages posed some problems. Why is it, for instance,
that the self employed Nigerian is highly motivated to produce while the public
sector employee is not? Why does the university student read round the clock
for his examination but joins the rank of time watched and “not on seat” as
soon as he gets employed after graduation?
Consequently, to help answer these questions, psychologists and other
social scientists postulated various theories on motivation. Maslow’s theory of
needs, Hertzberg’s motivator.
Hygiene
factors, theory X and Y and the expectancy model discussed in this paper
attempted to explain what motivates workers.
Unfortunately
many Nigerian managers and employees have a shallow view of the problems of
motivation. For them the paralyzing analysis of arm-chair motivation theorists
are dummy variables not worthy of any consideration in the practical problems
of motivating workers to increase their productivity.
This
research, therefore, intends to explore some of the ways or methods that are in
sue on Enugu State College of Education (Technical) to make staff work harder
towards achieving the goals of the organization. Infact, as we stated earlier,
there are many ways in which employees could be made to work harder but this
research specifically looks into the pay of the staff and the provision of some
fringe benefits such as transport and housing allowances, medical and canteen
services and their impact in motivating employees. Moreover, the researcher
would want to find out whether there are opportunities for promotion and
training their effect in making the employees work harder to improve the
quality of teaching and learning processes.
Purpose of
the Study
The purpose
of carrying out this research includes the following:
1. To find out whether Enugu State
College of Education (Technical) Enugu uses increase pay, promotion, training
and fringe benefits to make their staff work harder.
2. To ascertain the employee’s
perception of the effect of those measures in making them increase their
efforts.
3. To assess the effectiveness of these
measures in motivating the staff.
4. To establish a relative order to the
implicit of those measures on employees motivation and its effects in
qualitative education.
Significance
of the Study
This study
would help the management of Enugu State College of Education (Technical) Enugu
and other organization to identity the effects of high salary and promotion on
their employees. This research in question will make a good contribution to the
development of our economy in general and prosperity of individuals who deems
it right to be employee. So we maintain that every part of this research
project is important in all ramifications. The study makes a lot of
contributions towards economic development and human development through staff
motivation.
Research
Questions
The
following are some of the research question raised.
1. What strategies does the management
of Enugu State College of Education (Technical) Enugu employ in motivating
their staff.
2. What is the effect of high salary on
workers performance?
3. Does an employee get promoted in the
college base don the person’s skill and hard work?
4. is the college helping their employee
in achieving their personal need?
Definition
of Terms
Motivation: The word motivator motivating mean
the reason why somebody does something or behaves in a particular way.
Behaviour: Simply means a way of behaving.
Productivity: The efficiency with which things are
produced.
Organization: An organized group with a particular
purposes.
Employees: A person engaged to work and to
receive pay for the job done.
Management: The act of managing or the management
of an organization
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