IMPACT OF WORKPLACE MOTIVATION AND COMMITMENT ON EMPLOYEE EFFICIENCY, PRODUCTIVITY, AND GROWTH

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ABSTRACT

This study was carried out to examine impact of workplace motivation and commitment on employee efficiency, productivity, and growth  with a special reference to Presh Laboratory and chemical industries limited Awka . Specifically, the study identify the financial and non-financial factors which motivates employees in an organization. The study also ascertain if motivation and commitment has an effect on employee’s efficiency. The study further ascertain if motivation and commitment has an effect on employee’s production. Lastly,the study ascertain if motivation and commitment has an effect on employee’s growth. The study employed the survey descriptive research design. A total of 30 responses were validated from the survey.  From the responses obtained and analyzed, the findings revealed that there is a correlation between motivation and commitment, and employee’s efficiency. Also, there is a relationship between motivation and commitment, and employee’s production. Lastly,there is a correlation between motivation and commitment, and employee’s growth.  The study thereby recommend that  employees must attend any training that can help in developing their career and getting a good performance in their work. And  in other to increase employee workplace commitment there should be a form of motivation in form of incentives like, money, promotion, and bonuses.

CHAPTER ONE

INTRODUCTION

1.1 Background Of The Study

Employees are the heart of any organization. Hence, the smooth running of organizational activities constantly and gigantically requires employees’ cooperation and cannot be replaced with anything else. Notably, to ensure full employees’ cooperation in an organization, much more is needed than just a strong relationship with the top management and a healthy professional relationship with their coworkers. According to Vroom(2009), to get the best out of employees, organizations must meticulously take into consideration possible motivational elements that positively entice employees to not just accomplish their official duties but compels them to go extra miles in the organization. Furthermore, motivation is recognized as one of the most crucial challenges in most organizations, be they public or private (Ali, 2016). An employee who is appropriately motivated will strive to provide favorable results. In other words, motivation is the force that energizes, sustains, and drives a worker toward goal achievement. Employee motivation, according to Khanam(2014), is a process in which organizations encourage their staff to achieve organizational goals via the use of incentives, rewards, and increments, among others. Similarly, Karlos (2014) proposed that a highly motivated employee with a good grasp of the job will strive hard to improve his or her efficiency, productivity, and growth in order to meet the organizational goal. In the view of Assam(2000), employee motivation plays a vital role in the management field, both theoretically and practically. In a cooperate organization, one of the important functions of the human resource manager is to ensure in-job commitment in the workplace, and this is achievable through motivation (Banjoko, 2010). “A key issue in industrial relations is the discovery and assessment of elements relating to individual disparities in work engagement, productivity, and growth” (Eze, 2009). And the primary roles of motivating factors or instruments are discovery and assessment. According to Jibowo(2007), motivation is essential to effective productivity, and therefore it has become extremely necessary for organizations to investigate and understand what drives their employees’ greater commitment and productivity.

Undoubtedly, staff dedication plays a critical role in increasing organizational effectiveness. Increased organizational employee commitment to a specific project or business is viewed as a primary cause of organizational success(Arthur, 2014). A study by revealed that an employee’s ability only partially determines his output or productivity; the major determinant is his motivation level. This simply implies that to get employees to give their very best, boost their commitment, and even stretch to improve efficiency, productivity, and growth, financial and non-financial incentives must be properly utilized and implemented in working organizations. Thus, this study is set to critically examine the impact of motivation and commitment on employees’ efficiency, productivity, and growth.