The Impact of Motivation on Employee Productivity in Business Organization
1.1 Background of the study
How to improve the productivity of Nigeria employees has been the topic of many seminar, conference and workshops, it is a recognized fact that productivity is a critical factor in economic and social development, for it determines the standard of living for the citizens.
According to Ninachukwu (1988:205) the importance of productivity in any organization can hardly be overemphasized, organization spend million of naira every year in order to recruit employee who are best suited for their positions.
The question cover could ask is what effect does motivation play or employee productivity.
Productivity is reading the highest level of performance with the least expenditures to resource. There are many reasons why people are motivated to work.
To business manager, his major concern is that the employee recognized, accept the common goal of the organization and work cooperatively toward it. The word motivation originated from Latin word Movered, which mean to move, motivation are those things which cause energizes, direct or chemicals and sustains human behavior in work environment
1.2 Statement of the problem
One of the major problems confronting management of organization is that motivating workers to perform assigned task to meet the predetermine standard. It is not easy to motivate an individual effort depends on the extent to which the organization meet the need of the individual employee to whom it is intended. Most organizations hardly reward in proportion to the quality of job performance for all of its employees. Most managers do not clearly identify the desired level of performance, since it is noted that performance head to satisfaction.
1.3 OBJECTIVES OF THE STUDY
The objectives of the study would be analyzed:
(1) To examine the impact of motivation on employee’s productivity.
(2) To identify the various types of motivation employed in Champion Breweries plc, Uyo.
(3) To determine the relationship between motivation and employee’s productivity.
(4) To ascertain the efforts made by management Champion Breweries Plc. To ward boosting employee productivity in their organization.
(5) To make recommendation towards effective utilization of motivation in Champion Breweries Plc. Uyo.
1.4 RESEARCH QUESTIONS
The following research questions are formulate for the study
1) What is the impact of motivation on employee productivity?
2) What is the relationship between motivation and employee productivity?
3) What type of reward is use in Champion Breweries Plc to motivate employee?
4) What are the effort of management of Champion Breweries Plc in motivating staff for increase productivity and performance?
1.5 RESEARCH HYPOTHESIS
The following hypothesis would be analyzed
Ho: There is no significant relationship between motivation and employee productivity.
Hi: There is significant relationship between motivation and employee productivity.
H2: Motivation has no influence on employee productivity
H2: Motivation has influence on employee productivity
H3: Champion Breweries Plc has no reward system toward encouraging staff productivity
The following are relevant significance of this study:
1) The result of the study would provide the basic for developing appropriate reward systems for worker in an organization.
2) The study will serve as a pavement for modifying behavior toward more effective working habit.
3) The study will also serve as reference material to further researcher in the field.
4) The study would also act as an stimulating guide to employee development, and also facilitate further research on the study not only in Champion Breweries Plc, but to other establishment in Nigeria.
5) This research work would be of more benefit to organizational system can increase employees performance and productivity and raised their standard of living.
1.7 SCOPE AND LIMITATION OF STUDY
A study of this nature should have covered many organization, but because of constraint placed on time, finance, cost of educational material is limited Champion Breweries Plc.
The scope of the study covers the types of motivational reward system adopted by company specifically Champion Breweries Plc, and it impact on employees productivity. Nevertheless, it is hopes that the finding would reflect the implications of the various method of theories of motivation to organization manager and how best to improve on it, since all company operate under the same economic environment.
1.8 HISTORICAL BACKGROUND OF CHAMPION BREWERIES
Champion Breweries Plc was incorporated as a private limited liability company on the 31st of July, 1974 with the name South East Breweries Limited. Because of political imperative in Nigeria, the company name was change from South Eastern Breweries limited to Cross River Breweries and thereafter changes to the Champion Breweries Limited. The latest name Champion Breweries limited was Change to Champion Breweries Plc on the 1st of September, 1992.
On the November 1974, the government of the then South Eastern State of Nigeria signed an agreement with masses. House Breweries GMBH of Hamburg (Technical partners) for the supply and constriction of turkey Breweries in Uyo with a capacity of 150, 000 hectoliters.
The foundation stone of the breweries was laid on the 19th of March 9, 2018 1975. On the 11th of December 1976, the brewery was officially commissioned and its product, lager launched into the market with success. On the 22nd of July, 1977, a second contract was signed with technical partners to increase the capacity of the Breweries from 150, 000 to 500, 000 hectoliters. The foundation stone for the expansion was laid on the 24th of December 1977. The expansion, which incorporated more sophisticated machinery, completed and put trial run in September 1974. The second production line was officially commissioned on the 11th of December 1979: the same year the company’s products, “Champion lager beer and Champion Malta” won silver medal at an international contest in pairs, France. Champion lager beer had previously won international medal for quality at the 16th world selection for beers and non-alcoholic beverages in Lunenburg.
Consequently upon pressure of demand for its product the company took a decision to double its capacity to one million hectoliters. This third expansion which gulped substantial resources could not be realized. The non-competition of the expansion programme couple with lack of working capital and inadequate maintenance of the plants forced the company to close its doors for business between 1990 and 1990. All subsequent reaction attempts did to yield the desired result. With the advent of democracy in Nigeria in may, 1999 the governor of f Akwa Ibom mode the reactivation of Brewery a cardinal activity consequently, the Akwa Ibom investment and industrial production council, AKIPOC, in conjunction with the board of directors of the company went to the market to solicit for core investors and the clinical managers. In the process messrs, Montgomery ventures incorporated of parama (with office in Geneva, Switzerland) was identified and brought into the company as core investors mechanical managers after a memorandum of understanding was signed.
Based on the memorandum a reactivation committee was set up by the board of company to work with the core investors and technical managers for the revamping of the company. The reactivation process, commence in February, 2000, last about nineteen months. Now, the plant has been fully operational, and the capacity is 800, 000 hectoliters per annum. The reactivation brewery was officially commissioned on the 23rd of October 2001. Champion lager beer is now in market and is also doing well other products of the company including Camp Malta which also follow. Already the company was successfully held an extraordinary general meeting of the shareholders during which approval was given for the authorized share capacity of the company to be increase from M26 million to M450 million. The second phase of the reactivation programme has begun already. The aim is to diversity the company’s product and bring the capacity to 3,000,000 hectoliters per annum.
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