CHAPTER ONE
INTRODUCTION
1. 1 BACKGROUND OF THE STUDY
Achieving organizational effectiveness is the ultimate purpose to be focused by any organization that takes enormous effort to maximize employees’ task efficiency, commitment, and sustain motivation to perform well in difficult times. This is why recent efforts to improve organizational performance have begun to inculcate positive organizational concepts like optimism, trust, and engagement (Ahiauzu, 1985b). As a matter of fact, among optimism, trust, and engagement, leaders and managers across the globe recognize employee engagement as one of the most vital element that affects organizational effectiveness (Nadler et al., 1983). The complexity and competitiveness of today’s business environment requires that companies continuously raise the bar on their effectiveness. Top performance increasingly demands excellence in all areas, including leadership, productivity, and adaptation to change, process improvement, and capability enhancement (knowledge, skills, abilities, and competencies).
According to research, there are some directions to improve organizational effectiveness, via; Process mapping and measurement; Process improvement, Expert facilitation of internal interventions; Productivity improvement; Monitoring and evaluation; Measuring and assessing the climate and culture etc. The continuance of employee engagement goes beyond the traditional notions of job satisfaction, organizational commitment, job involvement etc. Engagement involves the active use of emotional, cognitive, and behavioral energies at workplace while working in coherence with the organization’s objectives and strategies. Also, engaged employees being focused, energetic, and fully engrossed in their jobs are highly motivated to direct their focused energy towards organizational goals (Sule, O. E., & Ugoji, I. E. (2013). Certainly, organizational performance and effectiveness is a function of the collaborative efforts of engaged employees. Engaged employees experience greater attachment to their work and organization.
Managerially speaking, one of the problems faced by managers) of the 21 century is that which concerns motivating employees giving rise to the zeal to carry out assigned duties in other to meet set goals and objectives in an organization. Motivation is the strengthen force that instigate or compel and sustains behaviour. Human behaviours are motivation directed and goal directed.
Motivating employees in any given organization for the success of that organization for affective productivity is not usually easy, but the success of any given organization depends on the extent to which the motivator meets the needs of the individual employee for whom it intends to satisfy.
Paradoxically, motivation is an inherent psychological process whose presence or absence is inferred from observed performance. Motivation as the name implies is derived from the word to motivate which means to move, compel, impel or include to act, to satisfy a need or want.
Motivation is the internal and external factors that stimulate desire and energy in people to be continually interested and committed to a job role or subject, or to make an effort to attain a goal. It is the needs, wants or motives within employee that will urge him or her to accomplish his objectives. Anything that is capable and designed to make the individual or group of individuals obtain or satisfy their needs is known as motivation.
Employees need motivation to be productive. Motivating employees is so basic to workers performance and general behaviour. For the purpose of this discussion terms such as needs, desire, drive and aspiration are used interchangeably since every employee has needs, he/she is capable of being motivated.
The task or duty of management is to determine what are the valued needs that will make the employee react according to the organizational plan to increase in productivity.
Motivation is one of the panaceas of organizational success in any business environment. Motivating the employee is very important and pivotal to organizational productivity due to its positive effect on the organizational objective. Looking vividly at the current industrial trend, for organizations to get potentials out of their employee, it must structure a lucrative motivational package for its employees.
Effective productivity in this 21st Century will be met if organizations can motivate their employee and give proper attention to their needs and wants. The problem of motivation and expectations are paramount and vital to even the difficult manager. The issue of employee’s motivation and satisfaction are so basic to employee performance and general behaviour in the organization. Management pays great price for dissatisfactory work fiction on job, substandard output and low quality turnover, absenteeism and tardiness to give the only partial list.
However, it is gloomy that the history of Nigerian organization has been associated with crises and deprivation of the employees in the organization often, the reason advanced for such unrest are related to the perceived poor motivational packages for constructive change in organizations.
Motivational packages encourage or trigger employees to be effective. The essence of this research is to determine how employees motivation impacts on the productivity in the organizations: study of selected oil firms in Port Harcourt.
1.2 Â STATEMENT OF THE PROBLEM
The research is intended to show the effect of motivation in employee’s productivity: study of selected oil firm in Port Harcourt. The problem is how does motivation affects employees productivity in any given organization and how does it affect the general performance of employee.
Motivating the employee has also affected the organization, so we will critically take a look at the employee’s recent deficiencies and imbalance like tension which will force an employee to act or regain his balance either by withholding a measure of his performance or output or unconscious withdrawal or commitment to work. All these often lead to poor productivity of the employees.
The mentioned elements have effect on the accomplishment and attainment of the organizational goal thereby resulting to low productivity, absenteeism, tardiness, inefficiency etc.
This study intends to ascertain whether employee’s motivation has a positive correlation with the level of productivity in organizations.
1.3 Â OBJECTIVES OF THE STUDY
The major objective of the study is:
a. To ascertain whether the level of motivation given to employees has corresponding effect on organizational productivity. Other objectives of the study include:
b. To examine whether the profitability of the organization is due to the level of motivation of employees.
c. To examine whether a demotivated employee will be counterproductive.
d. To determine whether the increased profitability in the organization have positive correlation with the level of motivation.
