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IMPACT OF
MOTIVATION ON WORKERS PRODUCTIVITY IN HIGHER INSTITUTIONS OF LEARNING
ABSTRACT
This study
emphasize on the impact of motivation on workers’ productivity in higher
institution of learning as a tool for improving workers productivity in an
institution in Nasarawa state university Keffi. The aim of the project is to
look out how motivation could affect and enhance the achievement and goals of
an institution. The concept of motivation have been explained by several
scholar such as Maslow and penny in other to get necessary data in the study, both primary and
secondary source were used, percentage were also used to analysis the data
administered and collected through questionnaire and chi-square was used for
data analysis and testing of hypothesis in the course of the research, it was
found that the impact of motivation on workers’ productivity in Nasarawa state
university Keffi has its entrance to
workers performance, good incentive, environment and leadership style play an
important role in staff performance because it raise their moral and reduce all
manner of stress towards work. The recommendation is that good incentive and
environment opportunities should be given to all staff in an institution
without bias to improve staff skill and ability which raise their moral and
encourage them to put effort towards productivity.
CHAPTER ONE
INTRODUCTION
1.1 Background of the study
Behavioural
scientists and scholars of management acknowledged that motivation has
significance impact on individual work behaviour and organisation performance.
Organisations need highly performing individuals in order to meet their goals
to deliver the products and services to customers and to achieve competitive
advantage. Performance is also important for the individual in accomplishing
tasks. Performing at a high level can be a source of satisfaction, with feelings
of mastery and pride, while low performance and not achieving goals might be
experienced as dissatisfying or even as a personal failure [sonnentag & frees,2001].
Moreover, performance is often rewarded by financial and other benefits if
recognised by others within the organisation. It is one of the prerequisites
for future career development and success in the labour market.
In
explaining the relationship between performance and motivation, Kamali et al.
[2007] used Maier [1973] model for determinants of task performance to describe
the relationship as follows:
Performance =
Ability = motivation [effort]
Ability = aptitude =
training = resources
Motivation =
desire = commitment
According to
these formulas, performance is a product of ability multiplied by motivation
and ability is the product of aptitude multiplied by training and resource. The
multiplicative functions in these formulas suggest that all elements are
essential. For example, workers who have 100% of the motivation and 75% of the
ability required to perform a task can perform at an above average rate.
Kamali et
al. [2007] concluded that motivation represents an employee’s desire and
commitment, which is manifested as effort. Some people want to complete a task
but are easily distracted or discouraged. They have high desire but low
commitment. Others play along with impressive persistence, but their work is
uninspired. These people have high commitment but low desire.
From this
analysis, one would agree that having a motivated employee or creating an
environment in which high level of motivation is maintained remain a very
serious challenge for managers. The challenge for manager face is based on the
simple fact that motivation is not a factor of fixed trait but something that
could change in personality, psychology, finance and other social factors. This
fact is supported by many theories of motivation.
1.2 Statement of the problem
The major need
of any institution gearing towards productivity and success is human resources
and these resources will not give in their best if they are not properly
motivated. In order to find a lasting solution to the unproductive nature of
the personnel. This research work examines the motivation system by
highlighting the following:
Lack of
adequate motivation coupled with lack of commitment, discipline and loyalty on
the part of staff.
The
reluctance of staff towards work due to lack of appropriate motivation.
Declination
in workers job performance due to inadequate motivation.
The negative
effect of autocratic leadership style to the morale of the staff.
How human
resource strategies will be enhanced to ensure staff morale improvement.
1.3 Objectives of the study
The
objective of the study is to examine the motivation policy of the Nasarawa
state university as well as the impact, it has an employees work and if any
impact on the policy of the institution that will call for research improved
method.
To evaluate
the importance of human resource in an institution.
To point out
how motivation could affect and enhance the achievement of the goals of an
institution.
To find out
the management perception regarding the relevance of motivation in an
institution.
To suggest
how to solve the problems of staff motivation in an institution.
To access
the effectiveness of motivational pattern of Nasarawa state university.
To provide
the necessary solutions implementations strategies and of course,
recommendation at the end of study. If these objectives are realized, there
will be of much importance to the institution considering the sudden change in
financial future in the nation. An analysis of motivation on staff ill
obviously stimulates or encourages staff to embark on productivity which
BENEFIT immensely the present generation.
1.4 Significance of the study
The purpose
and importance of the study is to know why some staff of Nasarawa state
university is not effective in terms of their output. The study will enable the
management in higher institution of learning Nasarawa to motivate and to induce
their subordinate to work effectively. It shall also encourage those who
believe that analysing and applying non-financial incentives is a waste of time
and resources to have a change of mind. The study is also important because it
will enable the management of the above institution to give the motivational
policy of an institution a top priority.
1.5 Research questions
This
research however, provides same questions which will be answered in the project
work and these also serve as a solution to the research findings. The
researcher as a solution to the following question to elicit information on the
solution of the problem, under investigation.
What other
way apart from staff remuneration can the institution consider for their staff?
Why should
the institution promote the spirit of self help in her staff?
Where can
the staff relation with co-staff be cardinal in the institution?
Who among
the staff benefit most from any kind of non-financial incentives?
When is it
necessary for the institution to actualize their goals as a source of work
incentives?
1.6 Research hypothesis
Hypothesis
is a conjugal statement made in relation between two or more variable normally
stated in declarative or investigative form. Hypothesis is thus an important
tool to thus research work, particularly as it specifies positions and
directions along which the research problems for investigation. The research
work is brought to highlight the analysis of motivation on staff’s productivity
in an institution, Particularly in Nasarawa state university. This will be
based on two hypotheses
Null
hypothesis[HO]:motivation of staff will not lead to higher productivity in a
higher institution of learning
Alternative
hypothesis [Hi]: motivation of staff will lead to higher productivity in an
institution of learning.
1.7 Scope of the study
This study
will be on the analysis of motivation of staff productivity in Nasarawa state university;
data will be gathered based on questionnaire method from academic staff of
Nasarawa state university. This is done with the view to analysis the
contribution of non-financial incentive on staff’s performance and the
institution as a whole.
1.8 Limitation of the study
This
research will faced with a lot of constraint in the coursed of the research
work. Firstly, the inadequate time is most constraint encountered. Considering
other academic work which the
researcher has to attend well as other
pressures.
1.9 Definition of Relevant Term
Due to the
ambiguity of some words used in this research, the researchers find it
necessary to define certain terms for the purpose of clarity and understanding.
Motivation:
This is a driving force which stimulates an individual to act or behave in a
certain way. This could be in positive or negative way.
PERFORMANCE:
Performance in respect of this research is the output and productivity of the
workers.
PRODUCTIVITY:
This relate to effectiveness and efficiency in industry measured by comparing
the with time used or the recourses use in having such output
COMPENSATION:
Compensation is the reward package extended to people to compensate them for
something. it can be tangible, momentary or intangible such as health care e t
c.
EFFECTIVENESS:
This is the ability to do the right thing at the right time that is the ability
of any production to meet public demand.
STAFF: All
categories of worker in an organisation
TRAINING AND
DEVELOPMENT: Training is the process involved in preparing a worker in there
assign duties and job.
EXTINCTION:
Decreasing the frequency of working undesirable behaviour by making it
contingent with the removal by a desirable consequence.
REINFORCEMENT:
This means giving incentive to worker or staff to make them work more.
Reinforcement could be negative or positive increasing the frequency of
strengthening desirable work behaviour by making it contingent with the
occurrences of desirable consequence.
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