EFFECTS OF MOTIVATION AND JOB SATISFACTION ON ORGANIZATIONAL PRODUCTIVITY
This research investigates the impact of motivation and work satisfaction on organizational output. A case study of Nekede Owerri Federal Polytechnic in Imo State. Organizational motivation is a contributing factor to job satisfaction. It is essential to promote employee motivation and job happiness. Whether in the public or private sector, the complexity of operations and functions necessitates the implementation of appropriate organizational strategies and managerial expertise to facilitate job satisfaction. This research paper contains five chapters. Chapter one introduces the project and examines the problem, objective, significance, scope, and limitations of the study, as well as the research questions, statement of hypothesis, and definitions of terms; chapter two provides a literature review and introduction; and chapter three details the research design, sources/methods of data collection, population and sample size, sample technique, and validity and reliability of measuring instruments. Chapter four includes the presentation and analysis of data, as well as the testing of hypotheses and interpretation of outcomes. The fifth chapter examines the findings summary, conclusion, recommendations, references, and appendices.
1.1 CONTEXT OF THE STUDY
Organizational motivation is the driving force behind job happiness. It is essential to promote employee motivation and job happiness. Whether in the public or private sector, the complexity of operations and functions necessitates the implementation of appropriate organizational strategies and managerial expertise to support job satisfaction.
Managers are consequently tasked with combining available resources in the optimal proportions to work with and through employees to achieve the organization’s intended outcome.
In the past, human performance in the workplace was not exclusively determined by the employee’s aptitudes or talents, but rather by the motivating, energizing, or including aspect that the company used in the accomplishment of their act goals. Individual attempts to meet his or her wants are responsible for variations in the intensity, quality, and directions of continuing employee activity inside an organization. In this regard, (Akanwa P.U., 2004) management must be well-informed on the behaviors of individuals working in an organization prior to initiating any process of motivating.
This is because when subordinates’ requirements are met, they experience job satisfaction and efficiency, which motivates them to work or act, however when the opposite is true, they perform their duties with reluctance and inefficiency. This demonstrates that motivation is an ongoing process within an organization that must be achieved in order to be successful, as the effective mobilization and utilization of the effort of workers who comprise the labor force lies within the individual and their environment, which provide them with feedback and reinforce the put density and direction.
Considering the issue from a different angle, it has been observed that human beings differ in personality and need to the extent that they are committed to their chosen occupations based on the degree to which these jobs satisfy their needs. As a result, material can benefit from matching task requirement and behavior predisposition. But when an organization plays down on the motivation of its deployment or delays payment of wages, salaries, and other benefits, workers feel retarded and hunted by fear of job security. Finally, this research conducted in federal polytechnic Nekede Owerri demonstrates that motivation does not necessarily have to be made up of extrinsic rewards that induce job satisfaction and high productivity. Motivation can also be made up of intrinsic rewards that induce job satisfaction and high productivity.
1.2 STATEMENT OF PROBLEM
From an early point, the problem of motivation in many organizations has stemmed from the fact that employees are dissatisfied with their occupations, prompting them to continue searching for positions that would better meet their needs.
First, 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 table-happening and healthy work force; however, t has not been able to identify this in this regard. Furthermore, rewards need to be satisfying and tailored to the individual who receives them. Also, it draws them. It also attracts the attempts of the managers in coordinating most cases that misapply in the organizational setting, such as decision making, which must be done with the cooperation of subordinates as a means of moving the organization forward, and knowing the individual perspectives in some cases of the organization, which, if not done, would make it difficult for the organization to satisfy workers and gain their commitments if the worker situation or morale were to deteriorate.
As the concept of motivation is often misapplied and means different things to different employees in an organization, despite the volume of previous research on the topic, the investigators deemed it prudent to conduct research on the motivation and job satisfaction of employees at federal polytechnic Nekede Owerri in order to determine the applicability of the concept in the institution.
1.3 PURPOSE OF THE STUDY
In addition to satisfying an academic requirement, the aims of this research include the following:
1. To determine whether or whether employees in a governmental establishment are motivated by working conditions that promote job satisfaction.
2. Determining if workers are permitted to participate in decision-making at federal polytechnic Nekede and determining whether workers are absent or present from decision-making factions.
3. The research also examines if the availability of incentives such as promotions, training, end-of-year bonuses, and job stability, etc. motivates workers to perform better, hence increasing productivity.
4. To provide recommendations on strategies that can increase job happiness in an organization, including both private and public satisfaction, so as to reduce administrative issues resulting from the absence of or improper application of worker incentives.
1.4 RESRACH QUESTIONS
1. In your business, do employees receive specific incentives?
2. Do you believe that employees should participate in organizational decision-making?
3. Do you believe employees should participate in organizational decision-making?
4. Does your position in the organization provide you with job satisfaction?
5. Have you ever been sponsored by management for in-service training?
6. Do you believe the institution has adequately trained its staff?
7. Do you believe that the management here adequately promotes its employees?
8. Do you like your present job?
9. Do employees require promotions?
1.5 STATEMENT OF HYPOTYESIS
The following hypotheses will be tested for the purpose of this research:
Hello: the more employees participate in decision-making, the less satisfied they are with their jobs.
1.6 SIGNIFICANCE OF THE EVALUATION
The relevance of this study is that it will enable the administration of federal polytechnic Nekede to comprehend how personnel are fed, regarding them, and the type of policies to make in order to boost their effort. It will also assist department heads in understanding how to conduct or carry out their duties, as well as other research policymakers in enhancing the job satisfaction of the business and controlling it. It will also serve as a reference for administrative policy formulation, particularly as it pertains to employee motivation.
1.7 RADIUS OF STUDY
This assignment focuses on the effects of organizational motivation and job satisfaction, and it was conducted at the federal polytechnic Nekede in Owerri, Imo State.
1.8 LIMITATION OF THE STUDY
During the research for this project, a number of limitations were faced, including budgetary limits, time constraints, and informational reticence.
1.9 DEFINITION OF TERMS
This project required the usage of words that will be unfamiliar to those in other fields of human endeavor. These words include:
JOB SATISFACTION: This refers to how a person feels about his current position.
Motivation is the reason why people behave as they do or the factor that motivates and influences positive behavior in the workplace.
EXTRINSIC REWARD: This refers to the external force or motive that has the ability to motivate a person to act.
INTRINSIC REWARD: the internal power or motivation that motivates an individual to execute his obligations.
WORKER: a person who is employed to perform physical or mental labor in order to make a living.
EFFECTS OF MOTIVATION AND JOB SATISFACTION ON ORGANIZATIONAL PRODUCTIVITY