ROLE OF MOTIVATION IN ENHANCING EMPLOYEE PERFORMANCE IN ORGANIZATIONS
(A Study of the College of Administrative Studies and Social Sciences, Kaduna Polytechnic, Kaduna Polytechnic)
ABSTRACT
This study finds out the effect of motivation on employees’ performance in organizations. A descriptive survey research design was used for the study. The population consisted of the staff of the College of Administrative Studies and Social Sciences (CASSS), Kaduna Polytechnic. Out of a total of 500 of the total population, 217 were included in the study. The research questions that guided the study were: What is the effect of employee well-being on the level of effectiveness of the workers? What is the effect of employee relationship with managers on the level of efficiency of the workers? What is the effect of compensation on the level of effectiveness of the workers? What is the effect of training and career development on the level of efficiency of the workers? A self-developed Likert scale questionnaire by the researcher was used as instrument for the study. Simple percentages were used as statistical analysis. Research results showed that employee well-being has a significant effect on the effectiveness of workers in the organization. And that a cordial employee relationship with managers increases their level of efficiency. And that compensation has a positive effect on the effectiveness of workers in the organization. And that training and career development contributes to the efficiency of workers in the organization and lastly that motivation of employees contributes to organizational productivity. It was recommended among others that Kaduna Polytechnic management should ensure that employees are adequately motivated. Employee well-being should be given due consideration and health and well-being programs should be organized to cater for the needs and welfare of employees. And that management should encourage interpersonal relations amongst co-workers and their managers to promote a sense of belonging and unity amongst staff. Also managers should ensure employees are involved in decision making processes and given a chance to air their views. And also that management must ensure they create a work environment that is conducive for workers with adequate working conditions as well as providing the right tools and resources to ensure worker effectiveness in discharging their respective duties.
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
Most business organizations and their managers are faced with numerous challenges. One of such challenges is in the area of management which refers to the utilization of resources effectively and efficiently in order to achieve an organizations goals and objectives. Some of these managerial challenges are obvious in matters concerning employees such as reimbursement, recruitment, performance management, training and career development, health and safety, benefits, motivation and administration amongst others. The human resource is the most vital of all resources among other factors of production and the human capital is what distinguishes one organization from the other (Maimuna & Rashad, 2013). Therefore, for organizations to survive and remain relevant and competitive, it is essential for them to be able to entice and maintain efficient and effective employees in a bid to enhance productivity (Sunia, 2014). This study however is centered on the aspect of motivation and focuses on the effects of employee motivation on organizational productivity.
Hellriegel (1996) viewed motivation as any influence that portray, direct, or maintain people’s goal directed behaviors. It refers to the driving force that makes an individual to act in a specific way. It is an inner drive that causes an individual to behave in a certain manner. The goal of most organizations is to improve productivity therefore factors of motivation play significant roles in improving employee job satisfaction levels. This will in turn aid in improving an organization’s productivity levels.
Employees make up the workforce of any organization as such they are an integral part of the organization. Aluko (2014), stated that an organization is only as good as the workforce that runs the organization. This is to say that when employees are motivated chances are that their morale would be high as such performance and productivity levels would increase thereby to a large extent boosting overall organizational performance level. In order to achieve high levels of productivity as such boost organizational performance or productivity, managers therefore need to continually seek ways of ensuring that their employees stay motivated. This is because a lack of employeemotivation leads to reduced productivity which is harmful to organizational performance and continuous success.
Jennifer and George (2006) defined employee productivity as the level of effort put forth by the workforce of an organization towards achieving organizational goals and objectives. There are several ways by which a workforce can be motivated so as to enhance organizational productivity. George and Jones (2012) states that motivation can be categorized into two classes namely intrinsic and extrinsic. Intrinsic motivation arises from an employee’s internal cravings to execute a task out of self-interest rather than a need or wish for some external reward. External motivation is the type of motivation that arises when an employee is compelled to act in a specific way either as a result of that employee’s desires for external rewards or to avoid punishment.
Extrinsic motivation also helps boost an employee’s effectiveness and efficiency levels. This is because certain external factors such as adequate compensation, work environment as well as training and career development appeal to employees as such are essential in inspiring them to resourcefully and successfully discharge their duties. An organization that fails to provide a conducive work environment, compensate its workforce adequately, create room for proper training and career advancement is at risk of having a demotivated workforce. This means that such a workforce being demoralized would fail to effectively and efficiently discharge their duties leading to low performance and productivity levels (Nwachukwu, 2004). This study therefore focuses on showing the effects of motivation on organizational productivity.
1.2 Statement of the Problem
Most organizations, especially educational institutions have failed to recognize the importance of motivation as a concept be it intrinsic such as employee well-being, relationship with co-workers, relationship with managers, organizational policies etc. or extrinsic such as training and career development, good working conditions, compensation, promotion amongst other factors that enhance or improve employee performance as well as organizational productivity levels. This in turn has continued to represent major managerial concerns for decades as employee productivity levels has relatively declined which has been acknowledged as a subject of growing concern in the aspect of business and management research (Akerele, 2001). Although a lot of factors may also be responsible or even cause a decline in productivity such as poor strategic and structural changes in decisions and executions, lack of infrastructure, leadership styles and organizational culture amongst others. Contemporary investigations that connects the concept of workforce motivation and productivity has laid an emphasis on employee perspective, needs and expectations as factors affecting their performance and productivity levels respectively. As such investigating those factors of importance to employees in the discharge of their duties at work has taken a new dimension.
Motivation through factors such as employee wellbeing, adequate compensation, promotion, good relationships with co-workers and relationships with managers can enhance an employee’s level of effectiveness and efficiency in the workplace. This is because good relationships with co- workers promote unity and gives the employee a sense of belonging and acceptance which in turn boosts employee performance and productivity levels. Employees who enjoy such relationships both within and outside the work environment tend to be more effective and efficient as such very productive in discharging their duties. Therefore, organizations should promote harmony amongst employees by organizing social functions in a bid to bring employees together (Jibowo, 2007). Therefore, an organization’s best strategy is to provide suitable work environs that allow their workforce to meet or exceed expectations as well as offer a range of motivators to improve enthusiasm, performance and productivity levels.
1.3 Objectives of the Study
The primary objective of this study is to find out the role of motivation in enhancing employee performance in organizations with reference to the staff of the College of Administrative Studies and Social Sciences, Kaduna Polytechnic. The specific objectives are to:
- Determine the effect of employee well-being on their job performance.
- Determine the effect of employee relationship with management on the level of efficiency of the worker
- Examine the effect of compensation on the level of job performance of the worker
- Examine the effect of training and career development on the level of efficiency of the worker
1.4 Research Questions
The following research questions guided the study:
- What is the effect of employee well-being on their job performance?
- What is the effect of employee relationship with managers on the level of efficiency of the workers?
- What is the effect of compensation on the level of effectiveness of the workers?
- What is the effect of training and career development on the level of efficiency of the workers?
1.5 Significance of the Study
The study finds out the role of motivation in enhancing employee performance in organizations with reference to the staff of the College of Administrative Studies and Social Sciences, Kaduna Polytechnic. The significance of this study cannot be overemphasized. The findings will be of great relevance to Kaduna Polytechnic, business owners, managers and educational institutions especially in the locality where the study was conducted. It will enhance their understanding of the concept of motivation and its effect on productivity. It will also help managers and business owners to clearly the importance of knowing their employees and ensuring their adequate motivation in the organization.
The study is also of relevance to research bodies, students conducting similar studies and institutions because they will use the findings of this study as a baseline for their own studies. In other words, this study would be a reference material for their own researches in relation to the literature reviewed herein, the methodology, the pattern of data presentation and analysis and the conclusions drawn.
The findings of the study are of paramount importance to government agencies in making and implementing policies that would enhance the stability, growth and development of businesses throughout the region in matters concerning organizational productivity by seeking ways to ensure that employees are adequately motivated in their various organizations thereby increasing overall productivity and performance levels.
1.6 Scope of the Study
The study found out the role of motivation in enhancing employee performance in organizations. An in-depth examination of the effect of employee well-being on their job performance, the effect of employee relationship with management on the level of efficiency of the workers, the effect of compensation on the level of job performance of the workers as well as the effect of training and career development on the level of efficiency of the workers fall within the ambit of this study. The study is confined to the College of Administrative Studies and Social Sciences, Kaduna Polytechnic. Only questionnaire was used for data collection.
1.7 Definition of Terms
Effectiveness: refers to a measure of how well workers’ productivity levels meet set goals and objectives of the organization.
Efficiency: can be derived from the relationship between inputs and outputs, and refers principally to the degree at which outputs are realized while minimizing costs associated with production.
Employee Efficiency: refers to the ability of an employee to do what is actually produced or performed with the same consumption of resources
Employees: Employees are people who are hired working under contract in an organization, they are referred to as the workforce of an organization.
Employee Effectiveness: is a qualitative characteristic that indicates the extent to which job related issues are addressed and the magnitude at which predetermined goals and objectives are achieved by an employee.
Employee Productivity: is the rate at which employees effectively and efficiently discharge their duties.
Motivation: refers to what stimulates and guides human behaviors and how these behaviors are sustained to attain a specific goal.
Organizational Productivity: A measure of how efficiently and effectively managers use resources to achieve organizational goals.
Productivity: A summary measure of the quantity and quality of work performance, with resource deployment taken into account. It can be measured at individual, group or organizational levels.
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Tagged with: Effectiveness, Efficiency, Employee Efficiency, Employees, Employees Effectiveness, Employees Productivity, Motivation, Organizational Productivity, Productivity