MOTIVATION AS AN EFFECTIVE TOOL FOR EMPLOYEE PERFORMANCE
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MOTIVATION AS AN EFFECTIVE TOOL FOR EMPLOYEE PERFORMANCE
Chapter one
1.1 Introduction and Background of the Study:
The vast majority of accomplishments in our modern civilization occur as a result of groups of people working together. The major objective and goal of an organisation is to achieve its goals, which are accomplished through the collaborative efforts of groups of individuals.
These groups of people must be motivated and compensated in order to work effectively in terms of attaining the organization’s goals. Workers might be motivated by both monetary and non-monetary compensation.
“The word motivation” is derived from the Latin word “movere,” which meaning “to move.” It refers to internal forces such as cravings, urges, and motivations that guide and sustain behaviour towards a goal.
However, motivation is primarily concerned with goal-oriented behaviour. It is focused with answering the question of how individual conduct is energised, directed, and sustained.
Individual employees tend to execute more effectively and efficiently when they are motivated, resulting in a rise in productivity. A manager who is concerned with performance and productivity should understand what motivates people.
A big portion of a manager’s job entails getting things done through others. He must consequently attempt to comprehend people’s motivations.
However, management cannot give all facets of employee incentive in the same way. Influence occurs outside of the workplace, such as in the environment (external).
Motivation refers to the way that human beings’ desires, aspirations, drives, and requirements direct their behaviour. It might simply be defined as a preference for a specific pattern of behaviour. To guide people’s activities in derived directions, you must understand what motivates them to do things in the optimal way.
Hicks and Gullet (1987) claimed that people act based on internal driving forces such as want, need, and fear. Individuals expend time and energy in order to meet their demands.
In dealing with his subordinates, the manager must understand that humans have attitudes, values, and sentiments that influence their work performance.
The fact that superiors issue orders to their subordinates does not guarantee that subordinates will carry out their duties properly or efficiently. A thorough grasp of what motivates an individual employee is required to determine how abilities and skills are awakened and energised.
Many theories have conducted study on how to encourage employees to accomplish their tasks effectively. In his book “Motivation and Personality” (1970), Abraham Maslow says that human motives evolve in a five-level hierarchy of need: physiological, safety, social, self-esteem, and self-actualization.
His idea holds that needs occur in a sequential order, and that as one need is met, its strength lessens, and the higher need takes precedence. This leads to the conclusion that a satisfied need is not a motivator.
In his book Work and the Nature of Man (1968), Federick.v. Herzberg described how the two components responsible for satisfaction differ from those responsible for discontent. There are several motivational ideas that will be examined later.
In general, motivation is required in an organisation to increase performance and production, as well as to retain and motivate current employees. When workers are not motivated, they may have low productivity, high labour turnover, low morale and cooperation, poor performance, and aggressive behaviour.
To address the issues mentioned above, the organisation may conduct an attitudes survey to establish the level of motivation. Motivational techniques can then be implemented, such as pay, high remuneration, benefits;
job atmosphere, fast information transmission, permitting the establishment of informal groups, and so on. The researcher is interested in examining motivation as an effective tool for employee performance and productivity, using Oshodi-Isolo Local Government Area as a case study.
1.2Statement of Problem
As previously stated, managers in organisations must understand what motivates and drives workers to achieve and boost productivity.
In most organizations, low-performance and low-productivity have spelt doom of them. As a result of a lack of motivation, some organisations have higher worker turnover, low morale, and so on.
1.3 PURPOSE OF THE STUDY
This study was carried out with the objective of determining some significant issues in the organisation, which include the following:
1. The impact of motivation on worker performance in the Isolo Local Government Area.
2. Identify the many elements that contribute to poor performance and decreased productivity.
3. To investigate the influence and role of motivating tactics on workers’ effectiveness and efficiency.
4. For the goal of analysing the impact of monetary and non-monetary motivational instruments on employee performance and productivity inside the organisation.
1.4 Significance of the Study
This study aims to investigate the impact of motivation on worker performance and organisational productivity. The work will demonstrate that motivation is mostly a psychological issue, such as responses to the question: why do individuals work?
What factors contribute to workplace satisfaction? Why do people behave as they do? Motivation is a better response to the question of how to inspire employees.
Employee performance is critical to the organization’s success, therefore managers must understand why people and groups behave the way they do.
The importance of this study is to investigate the elements that contribute to worker underperformance in the Isolo Local Government Area and propose appropriate solutions.
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