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EFFECTS OF MOTIVATION AND JOB SATISFACTION ON ORGANIZATIONAL PRODUCTIVITY

EFFECTS OF MOTIVATION AND JOB SATISFACTION ON ORGANIZATIONAL PRODUCTIVITY

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EFFECTS OF MOTIVATION AND JOB SATISFACTION ON ORGANIZATIONAL PRODUCTIVITY

ABSTRACT

This research examines the effects of motivation and work satisfaction on organisational productivity. A case study of Federal Polytechnic Nekede in Owerri, Imo State. Organisational motivation is the aspect that contributes to job satisfaction. Increase staff motivation and job satisfaction.

The complexity of operations and functions necessitates the implementation of appropriate organisational strategies and managerial skills, whether in the public or private sector, to ensure job satisfaction.

This research is organised into five chapters. Chapter one introduces the project and examines the topic, objective, significance, scope, and limitations of the study, as well as research questions. Statement of hypothesis and definitions of terminology

Chapter Two:

Literature Review and Introduction, References Chapter three covers research design and methodology, including data collection sources and methods, population and sample size, sample procedure, data processing methods, and the validity and reliability of measurement instruments.

Chapter 4: Data Presentation and Analysis Data presentation and analysis Data analysis Data test of hypothesis and outcome interpretation. Chapter five discusses the summary of findings, conclusion, recommendations, references, and appendices.

Chapter one

INTRODUCTION

1.1 Background of the Study

Organisational motivation is the aspect that causes job satisfaction. Increase staff motivation and job satisfaction. The complexity of operations and functions necessitates the implementation of appropriate organisational strategies and managerial skills, whether in the public or private sectors, to facilitate job satisfaction.

Managers are thus tasked with combining available resources in the appropriate proportions to work with and through employees to accomplish the desired organisational outcome.

In the past, human performance on the job was not exclusively determined by the aptitudes or abilities that the person brought to the workplace, but rather by the motivating, energising, or including aspect that the organisation used to achieve their organisational goals.

The person seeks to meet his or her needs, which causes variance in the intensity, quality, and direction of continuing behaviour of employees inside the organisation. (Akanwa P.U 2004) To this end, managers must be fully informed on the behaviours of individuals working in an organisation before commencing on any motivational approach.

This is because satisfying subordinate requirements leads to job satisfaction and efficiency, which motivates them to work or act, whereas employees execute their jobs reluctantly and inefficiently.

This demonstrates that motivation is an ongoing process within an organisation in order to achieve success because the effective mobilisation and utilisation of the effort of workers who comprise the labour force lies within the individual and their environment, which provides feedback and reinforces the put density and direction.

Looking at the issue from another angle, it has been observed that humans differ in their personalities and the extent to which they wish to remain committed to their chosen occupations, depending on the extent to which these jobs satisfy their needs.

Material can thus profit by matching task requirements and behaviour per-disposition. However, when an organisation plays down the motive of its deployment or delays the payment of wages and salaries in other perks

a condition occurs in which workers feel retarded and chased by fear of job security. Finally, this research effort was carried out at federal polytechnic. Nekede Owerri demonstrates that motivation does not always have to be based on extrinsic benefits that promote job happiness and good productivity; this can also be seen in other organisations.

1.2 Statement of Problem

Since the beginning, the problem of motivation in many organisations has stemmed from employees being dissatisfied with their positions, prompting them to continue looking for jobs that will improve their satisfaction and needs.

For starters, it is a well-established fact that an employer is expected to provide working conditions that are conducive to the welfare of employees in order to maintain a productive and healthy workforce, but it has not been able to identify this in this regard, as rewards require satisfaction and individual differences in the people who receive them.

It also draws them. It also attracts the attemption of the managers in coordinating most cases misapply in the organisational setting, such as decision making, which must be done with the cooperation of the subordinates as a way of moving the organisation forward

and also knowing the individual perspectives in some cases of the organisation, which if not done, the organisation would be faced with an up until task in its bid to satisfy workers and gain their commitments if the worker situation or

Because the concept of motivation is frequently misapplied and means different things to many employees in an organisation, despite the volume of previous research material on the subject

the investigators thought it prudent to conduct research into motivation and job satisfaction of workers at Federal Polytechnic Nekede Owerri in order to determine the applicability or otherwise of the concept in the establishment.

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