EFFECTS OF MOTIVATION STRATEGY ON WORKERS PERFORMANCE (A CASE STUDY OF LAGOS STATE DEVELOPMENT AND PROPERTY CORPORATION)
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CHAPER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
There is a general believe that man has the natural tendency to be lazy with regards to work and he is being forced by circumstances to work. This idea about man still continue to create problems for the development process of the society in the face of abundant human and material resources resulting to low productivity. Low productivity is a problem that thrives in many societies particularly in the developing countries irrespective of constant efforts. A lot of money, energy and time are wasted which if properly utilized will yield higher productivity level and as such a greater wealth form the societies for the production of goods and services for the satisfaction of human needs. Thus when human resources are minimally utilized and maximum output are realized, it leads to realization of organization goals and predetermined objectives associated with these productive activities. The extent to which these human resources are effectively utilized, depends largely on some factors all which plays an important role in the production of goods and services’
Organizations, no matter their nature, structure and capacity always aim at achieving their predetermined corporate objectives. Otherwise the survival of such organization will be more of a dream than reality. The success of an organization is often measured by the extent of how capable, dedicated, committed and motivated an employees are in an organization, though this can however be said to be independent on the attitude and morale of the workers in terms of their commitment and dedication towards the discharge of their oversight responsibilities. In all productive activities, the basic element and factors include land, labor and entrepreneur. The entrepreneur and the workers are both human and as such very important in any productive enterprise. They utilize the other factors for the realization of the goal of the enterprise it can then be adduced that human beings playa very vital role within any system and in particular industrial organization. For this reason alone they should be gIven a high consideration so that they can contribute effectively and efficiently during productive activities.
However in Nigeria, as well as in other developing nations, low productivity remains a recurrent phenomenon owing to the physical and psychological problems created by the needs to see how these problems can be solved, which in turn will lead to higher productivity of the organization. It is then necessary for motivation of workers in an organization to be enhanced in order to attain effectiveness and efficiency of workers at various works place.
Abiola (1992), one then wonders what the basic prerequisite of workers productivities are. Although this question cannot be answered with a definite statement, but among other factors, motivation is important to enhance level of job commitment of employees in an organization which invariably leads to higher productivity level. One of the major concerns of an organization is to improve workers productivity level which is one of the job performance measures. (Bormann 2004).
Greguras(1996) describes job performance as the extent to which an organizational members (employees) contributes to achieving the objective thrives of the organization. According Luthan (2006) when you expect the best from your employee they will give you their best. On the other hand, when you expect little from them they will give you low performance in return, which was named by Man zone and Brasseux (2004) as a set-up to fail syndrome. Many people feel that they are not recognized or appreciated by their employers for their hard work and in turn developed decrease motivation. Lack of communication and feedback and feed back from employers cause employees to feel over looked and inhibit them at performing at their best level of ability. Employees motivation may however be defined as an internal zeal which from part of the management strategies and tactics and used in influencing the behavioral attitudes of workers to wards works.
Luthans (1998) asserts that motivation is the process that arouses energIzes, directs -and sustains behavior and performance. That is the process of stimulating people to action and to achieve a desire result. One way of getting the best out of people is to employ motivation. There are so many variables that constitute motivational concept or factors. This includes Money, Promotion, Bonuses, Conducive work environment amongst others.
1.2 STATEMENT OF PROBLEMS
The management of people at work is an integral part of the management process to understand the critical importance of people in an organization, is to recognize that human element and the organization are both synonymous in nature. Some leaders or managers do not appreciate the fact that that employees have to be adequately motivated to ensure that they do what is expected of them as at when due with less supervision, so that both individual and organization objectives could efficiently and effectively actualized without much conflict.
However, the prevailing situation in the environments where supply of labor is greater than its demand, also, in order to find lasting solution to the unproductive nature of the public servants in the government establishment or parastatals, the concept of motivation shall be critically examined with a view to unveils some problems.
Inadequate motivation policies for employee’s couple with lack of commitment, discipline, and loyalty on the part of the motivated staff. Another incentive like housing esteem ego goes a long way in motivati1″lg workers. The question now is has each organization has enough money to execute its housing scheme. Also that worker feels reluctant to work when they are not been motivated. Another problem is that workers generally would dislike to work under autocratic leader who has little or no regards their workers. Inadequate training and development leads to poor performance of the workers. All these among others are what induce me into this research work.
1.3 PURPOSE AND OBJECTIVES OF THE STUDY
The purpose and objective of the study are follows:-
- To ascertain the extent on how promotion as a factor of motivation influence workers effectiveness and efficiency at work place.
- To equally examine the effect of fringe benefits on the performance of workers in the organization.
- To identity various motivational policies embarked upon by the organization on its workers.
- To examine how often does organization review its salary structure and it effect on workers effectiveness and efficiency.
- To establish the relationship or correlation between bonuses given and effectiveness and efficiency of an employees.
1.4 RESEARCH QUESTIONS
To what extent does promotion enhance workers efficiency?
Does fringe benefits improved employee effectives
To what extents are bonuses given increased the productivity of employees.
How often does organization review its salary structure?
1.5 RESEARCH HYPOTHESES
Ho:- That there IS no significant relationship between promotion and workers efficiency.
Hi:- That there is significant relationship between promotion and workers efficiency.
Ho:- That there is no significant relationship between fringe benefit and employee efficiency.
Hi:- That there is significant relationship between fringe benefits and employee efficiency.
Ho:- That there is no significant relationship between salary / Remuneration packages and worker efficiency
Hi:- That there is significant relationship between salary and worker efficiency.
1.6 SIGNIFICANT OF THE STUDY
The significant of this finding is to know why some workers in the Lagos state Development and Property Corporation are not effective and efficient in terms of their contribution to organization growth and development. The study will enable the management of the corporation to develop effective and efficient motivational incentives that will enhance workers effectiveness and efficiency.
1.7 SCOPE OF THE STUDY
This research finding covers total effect of motivation of motivation or relevance of motivation on employee performance with a critical look on Lagos state Development and Property Corporation (L.S.D.P.C). It covers the entire staff of the corporation.
1.8 LIMITATION
In carrying out this research work, here are some considerable factors which could militate against the smooth operational conduct of this finding. Financial and time constraint shall constitute major problem since value is attached to every minute during work hour. In addition, management usually defends their organization of which their interest is not synonymous with that of their workers.
1.9 DEFINITION OF TERMS
MOTIVATION:- Internal zeal that energizes workers towards performing a particular function or task.
MOTIVES:- Reason for taking a particular course of action.
MANAGEMENT: – Planning, Coordination and Organization of all activities in an organization so as to achieve an organization predetermined objectives.
Effectiveness: The degree to which goals are attained.
EFFICIENCY:-Meeting up with standard and organization specification.
JOB SATISFACTION:- The gratification that a person contented and happy with situation of things at work.
GOAL: – This refers to as hope for rewards which motives 2 directed to anything that satisfies human needs.
COMMUNICATION:- Act or processes by which informati are disseminated in an organization. It could be from the t to the low or vice versa.
FEEDBACK: – Report from the disseminated information.
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