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Full Project – MOTIVATION AND PERFORMANCE IN THE PUBLIC SECTOR

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ABSTRACT

The majority of organizations are competing to survive in this volatile and fierce market environment. Motivation and performance of the employees are essential tools for the success of any organization in the long run. On the one hand, measuring performance is critical to organization’s management, as it highlights the evolution and achievement of the organization. On the other hand, there is a positive relationship between employee motivation and organizational effectiveness, reflected in numerous studies. Literature shows factors such as empowerment and recognition that increase employee motivation and three theories were taken into consideration to give an explanation to the question raised in the Problem formulation. These theories include: Maslow’s hierarchy of needs, Goal theory of Loce (1968: pg. 157-189) and Equity theory was formulated by J. Stacy Adams in (1965: pg. 422- 436). This paper aims to analyse the drivers of employee motivation to high levels of organizational performance. If the empowerment and recognition of employees is increased, their motivation to work will also improve, as well as their accomplishments and the organizational performance. Nevertheless, employee dissatisfactions caused by monotonous jobs and pressure from clients, might weaken the organizational performance. Therefore, jobs absenteeism rates may increase and employees might leave the organization to joint competitors that offer better work conditions and higher incentives. Not all individuals are the same, so each one should be motivated using different strategies. For example, one employee may be motivated by higher commission, while another might be motivated by job satisfaction or a better work environment.

CHAPTER ONE

INTRODUCTION

1.1 Background to the Study

Motivation simply means the action of motivating employee. In the area of their job in order to put on the best performance. If employees are given necessary motivation there will be great achievement and progress in the area of the employee’s performance, while performance means the act of carrying into action, execution, achieving and accomplishing a work done by an employee. When there is great performance of an employee on a particular job in a private sector it will yield increase on the organisation in so many ways either financially or in the area of production.

The Human resources of any organization are the most important factors of production be it public or private sector hence the necessity to build motivational factors into organizations. The human element is considered as the most important and complex in any organization and is the sole determinant of a successful organization. Hence human resource is considered as the pushing factor or force that can make or break an organization. The manager’s main task is to develop a productive work place, with and through those he or she is in charge of. The manager should motivate his or her team, both individually and collectively so that a productive work place is developed and maintained.

Motivation can be defined as ‘the process of initiating conscious and purposeful actions. Pratt Fairchild [1970] defines Motivation as the force that makes us do things: this is a result of our individual needs being satisfied {or met} so that we have inspiration to complete the task. It can also be said to be the process of supplying an incentive adequate deliberate and purposeful action’. This study will mainly focus on motivation and performance in the private sector, Infinity system Ltd Lagos Nigerian will be used as a case study. For the purpose of this study, motivation would be used as the independent variable while performance will be used as the variable.

1.2 Statement of the Problem

Motivation is very important in any organization so that the employee will put on the best performance. Any organization without adequate motivation will not get the best performance from the employees. Organization can be faced with insecurity, low level of income, delay in employee’s promotion, low productivity etc. all these problems occurs in an organizations when employees are not given adequate motivation in order to enhance best performance. Based on the above, the research will be on the motivation and performance of Infinity Systems Limited Lagos, Nigerian. Based on the above, the research will also be on how reward system affect staff performance in the Infinity System Nigeria Ltd? Based on the above, the research will also examine how job insecurity affect employee’s performance in the Infinity System Nigeria Ltd? Based on the above, the research will also be on how consequence of delayed promotion affects staff performance in the Infinity System Nigeria Ltd?

1.3 Objectives of the Study

The main objective of the study is to examine the results of motivation on employee’s performance which will likely result to organizational success.

Other aims of the study will be to:

1. Examine how the reward system affects staff performance in the Infinity System Nigeria Ltd

2. Identify how job insecurity on employees performance in the Infinity System Nigeria Ltd

3. Investigate the consequence of delayed promotion of staff on performance in the Infinity System Nigeria Ltd.

1.4 Research Questions

Based on the topics of the study, the following research questions would be examined:

a) How does the reward system affect staff performance in the Infinity System Nigeria Ltd?

b) How does job insecurity affect employee’s performance in the Infinity System Nigeria Ltd?

c) What is the consequence of delayed promotion of staff on performance in the Infinity System Nigeria Ltd?

1.5 Significance of the Study

This study will therefore be justified in that motivational factors will be discovered which will eventually increase employee performance. This study will be of great benefit to managers, directors especially the management of Infinity Systems Ltd as how they could get the best out of their employees who are presently facing the problem of reduced morale in the face of prevailing socio-economic hardship. And also the study will be of great benefit to researchers in order to make use of the system in carrying out their research work on several organization where motivation and performance is not adequately handled well. Also this study will be of great impact on the policy maker for them to be able to make use of the system in the area where motivation and performance is not performed well in area of policy in any organization system.

1.6 Scope of Study

This study will focus on workers of Infinity System Ltd Lagos Nigeria and will also be applied to other organization in the country if the need arises. This study will look into the relationship between motivational factors (i.e. job security, good remuneration, staff training and development, promotion etc.) and performance variable (e.g. resources used, time needed) in such a way that suggest how motivation can aid the efficiency, effectiveness and hence performance of an employee thereby resulting in organizational success. (Employee) Infinity System Ltd will be chosen because it’s an information Technology company and due to the current trends in the industry. It has found itself in deep competition hence the need to perform well or lose its relevance. Without any doubt, it will be a veritable measurement for motivation and performance in Nigeria’s continuously growing economy.

1.7 Operational Definition of Terms

Motivation: – is the word derived from the word ’motive’ which means needs, desires, wants or drives within the individuals. It is the process of stimulating people to actions to accomplish the goals. In the work goal context the psychological factors stimulating the people’s behaviour can be –

desire for money

success

recognition

job-satisfaction

Team work, etc.

Performance: -The act of performing, carrying into execution or action, achievement, accomplishment representing by action.

Private sector: – The private sector is the part of a country’s economic system that is run by individuals and companies, rather than the government.

REFERENCES

Abraham Maslow (1943) A Theory of Human Motivation. Published VDM 2010: Content by Wikipedia articles: pg. 286- 303

Abraham Maslow (1943) Hierarchy of Need Published VDM 2010: Content by Wikipedia articles

Chucks and Williams (2008) A review of Expectancy Theory 200. Published by London: Longman Ltd: pg. 309- 339

Claud R. Erickson (1968) Management and Organizational. Published by American public Power Association: pg. 25

Claud R. Erickson (1968) Management and Organizational. Published by American public Power Association: pg. 12

David Clellands (1962) Achievement Theory. Published by Harcourt Brace Jovanovich.

David Clellands (1962) Achievement Theory. Published by Harcourt Brace Jovanovich. Pg.40

Drucker (1987) Managing Turbulent Times. Pg. 20

Elton Mayo (1928) Management and Organization Development. Published in Chicago.

Fair child (1990) Dictionary of Sociology. Published by Philosophical Library: pg. 878

Fredrick Herzberg (1959) Two – factor theory. Published by Defense Technical information Centre: pg. 13-114

Hodgets and Altman (1979) A reviewed of equity theory. Pg. 309.

House and Wigdor (1967) Job satisfaction and Dissatisfaction. Published in London: pg. 364-390

Humble and Akaple (1991) Management and Employees. Published in London Longman Ltd: pg. 23

Lathan and Locke (1990) Theory of Goal setting and Motivation. Published by Prentice Hall

Lathan and Yuki (1956) Effective Management Control. Published In London

Locke (1975) An Essay Concerning Human Understanding. Published by Clarendon Press.

Longman Dictionary of Contemporary English (3rd Edition): pg. 929

Mathis and Jackson (1982) Motivation as an emotion. Pg. 166

McCelland and Burnhan (1976) A theory of Leadership Effectiveness. Pg. 86

Peter F. Drucker (1987) Practice of management. Published IN USA: Pg. 5-6

Stancy Adams, J., (1965) Equity Theory. Published in New York: pg. 309

Victor 11 V Room (1964) Expectancy Theory. Published in New York.

Wahabamd Birdwell Szillagy, Jr (1981) Management Dynamics: The new synthesis Management of Organizations. Published In London: Pg. 102

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