THE ROLE OF MOTIVATION AND JOB SATISFACTION IN IMPROVING THE PERFORMANCE OF ORGANIZATION
CHAPTER ONE
BACKGROUND OF THE STUDY
Motivation refers to those process that influence the arousal, strength or direction of behavior for example depriving oneself of good for a long time results in increase in the strength of your tendency to approach food.
According to Davidoff (1987) it is an internal state that may result from a need. It is to be reviewed as activating or avoiding behavior usually directed towards fulfilling the instigating need. Motivation simply means the determinant of behavior, when we need an answer to a question like (what made you do what you did) the answer we will get is the motive or motivationb.
Job satisfaction is the feeling that an employer has about job. Job satisfaction can be influenced by very many different factors and the determinants of such factors varied.
The behavior consequence of each minanyfactors vary from one individual to another.. for a worker to be satisfied with his job he must have the skill to perform the job, and management on their own should constantly review up wards all employers allowances and promotion and always try to improve the nature of job (Agu E.M et al 1996:32)
The term motivation and job satisfaction is derived from the implicit assumption that motivated and satisfied worker produces more
Motivated and satisfied employers are those who see their job as helping them to accomplish their important goals (stoner 1978 253). It also contributes immensely to the aims and objectives of the organization. man is not self sufficient and thus has to be employed in order to have a source of income and good living. As human beings we have needs and these vary from one individual to another. And as ones needs are satisfied more keeps on emerging. This is borne out of the economic concept that human needs are insatiable.
The concept of motivation and job satisfaction has to do with the total body of feelings than an individual has about his job. The total body feeling involves in effect weighing the sum total of influences the job the nature of the job itself, the pay the promotion prospects the nature of supervising etc. when the sum total of influence are rise to feeling motivation it also leads to satisfaction. Where in told they give rise to feeling of demotivation and dissatisfaction the individual is job dissatisfied. The ability of one to prove one an on any of these influence will lead to satisfaction and conversely making less satisfaction any one of these influence will lead to job dissatisfaction (Iie, 1999: 278)
Generally, there is need for one to satisfied with his job. Some works are very demanding in terms of time, energy and specialized skills. Some employers for example some bank workers close late because of the sensitive nature of their job and taking crucial decisions on customers request for loans and advances with minimum delay.
In fact, as strauss (1978: 283) put it, the average man spent nearly a third of his working hours on job if the job foes not provide challenges with the autonomy, he may suffered frustration with the results that are costly both to himself and his employers.
From the above therefore some basic intrinsic factors are paramount in making a particular job interesting and the making employer’s skills, training job. The author maintains that the extrinsic factors include good salary, allowances, promotion and prestige due to the job. Despite the variation in what makes an individual satisfied, some factors are however inevitable for example, what will make an associate of the chartered institute of bankers (ACIB) or first degree holder satisfied with his job may not necessarily be the same with what motivates a messenger with no qualification, however both will need protection against old age (pension scheme) job security, housing, program, good transport system, a good environment in addition to some intrinsic factors mentioned above. It shold however be noted that what makes a job satisfying or dissatisfying does not depend only on the nature of the job but also on the expectation that individuals have what their job should provide (Webber 1975: 341). The management has a specific taste of knowing what these expectation and setting a uniform and acceptable atmosphere and conditions of service to all employers from different cultural sitting and values diversified interest and educational qualification compiled with varied needs and motives to blend with the compare objective of the organization what necessary having any conflict with union.
