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THE IMPACT OF MOTIVATIONAL FACTORS ON EMPLOYEE’S PERFORMANCE
ABSTRACT
The
word motivation comes from the Latin word EMOVERE which mean to move.
Motivation is a general term applying to the entire class of drives, desire,
and needs wishes and similar forces inherent in an individual, which make him
behave in a particular way.
Thus,
motivation could simply refer to as those inner drives that activate, energies
of move behavioural patterns of individuals or group and sustain them towards
the satisfaction of a felt needs. Motivation is interested in the “WHY” or
rationale behind human behaviours. Although not all-human behaviour is
motivated, some are based on reflex action, habit or instinct. A manager is only
interested in those behaviours that can be motivated when an individual is left
with a choice.
CHAPTER ONE
1.0 INTRODUCTION
One of the major problems confronting management today is that of
motivating to perform assigned task to meet or surpasses predetermined
standard. Motivation is that energizing forces that induces or compels and
maintains behaviour. Human behaviour is motivated it is goals directed.
It is not easy to motivate an individual, for the success of any
motivational effort depends on the extent of which the motivator meets the
needs of the individual employees for whom it is intended. Motivation is an
internal psychological process whose presence or absence is intended from
observed performance.
In Nigeria today, lack of proper managerial knowledge, economic
depression and high rate of unemployment have made most workers subjected to themselves,
to deplorable working conditions, which of course are the catalyst of low
performance.
The management of most
organization tends to believe that workers are satisfied with their job but
unfortunately they are not.
The disadvantage of these to the employers that workers will not put in
their best and the result will be low performance.
Managers in most of the organization are aware of the situation in the
labour market, and as such went to capitalize on that to subject workers to
deplorable working condition. It is when one is satisfied both physically and
psychologically that such a person can perform his best. Therefore,
intimidating workers or threatening to sack can only worsen the situation. But
cannot solve it.
Job satisfaction presupposes going to work and getting believed of work
done. In Nigeria, most at times, the pay given to a worker is not commensurable
to the type of work done. This is the reason why sometimes efficient and
experience worker leave an organization for another organization that pay more
or stay in the organization and perform below expectation.
Job dissatisfaction is quite prevalent in most organization. low
performance which comes as a result of job dissatisfaction is always the basis
for conflict between organization and workers. Managers always blame the
workers for not putting in their best, and on side of the workers they blame
management for not providing or creating an enabling environment as in
motivation. Whoever may be guilty, the bottom line is satisfying the objective
of the organization, which of course is to make enough profit to keep the
organization moving.
To meet the above object there need for both the management and employee
to reach a consensus, the management meeting the desires of the workers and in
turn the employees putting in their best in terms of performance. The workers
need security of all types; physical, psychological and economic are important
for effective and efficient performance.
Security can serve as an incentive to some individual to remain with the
organization and to put in maximum effort in performance.
1.1 STATEMENT OF GENERAL PROBLEM
Some organization tends to employ more personnel in order to meet the
set target of their organization’s production and to satisfy the primary demand
of customer. However, despites all these effort, there could still be
inefficiency that is performance could still be below expectation.
This situation, which have a negative effect on sales, call for great
concern and action in order to check and make proper correction to the problem.
When an employee is confronted with a problem in work situation, his
usual reaction will be to adopt a problem solving behaviour, which may take the
form variability in though, or action. If the variability in action and thought
does not appear to be the solution to problem, the employees can abandon the
problem and settle for less.
As a result, motivating the personnel to find out what could be
responsible becomes inevitable.
1.2 AIMS AND
OBJECTIVE OF THE ESSAY
This study is aimed at looking at
possible areas workers can be motivated to increase their level of performance
and high productivity.
No matter how good any organization is, it does not get any thing done
properly until people who make the organization do it.
Workers in the past were satisfied with money management they though
when that money could boost the workers and their level of performance and
efficiency.
The basic salary of the lowest cadre of employees in the labour market
has been increased frequently but they still perform very much below the normal
level expected of them.
Even with the best strategy in place an appropriate organizational
architecture, an organization will be effective only if its members are
motivated to perform at a high level. A key challenge for managers or
organization both large and small is to encourage employees to perform at a
high level.
The objective of this study is aims at describing what motivation is,
where it comes from and why managers need to promote high levels of it for an
organization to be effective and achieve its goals.
1.3 SIGNIFICANT
OF THE ESSAY
The important of this study is
mainly for the expansion of knowledge to ascertain whether the employees are
encourages by some motivational factors or encourage by their habit to work
hard in other to achieve organizational goals or objectives.
From the various studies as well as discussion mentioned earlier, it is
apparent that there is enough reason to warrant a study that will examine factors
relating the effects of motivation on employees.
Since current investigations have revealed little scientific search in
this area, the studies will some what pioneer a search for the true position.
An unmotivated employee is a threat to any organization concerned. When
an employees fails to achieve a goal or perceive that he cannot achieve a goal,
he feels frustrated and could develop other peculiarity characteristic of the
position in which he finds himself.
1.4 SCOPE AND
LIMITATION OF THE ESSAY
For the purpose of this study as
the topic depicts, the scope of the essay will be focused on motivational
factors on employees performance. The research covers in a comprehensive
position the principles, techniques method involved in motivational factors.
In the earlier stage of the study there is a detailed coverage of the
objective, principles, techniques and methods of motivation, relating to the
analysis and gathering of motivation and motivational ascertainment. At each
stage, concept are illustrated by practical example and placed into context so
that the readers are aware of the importance and relationships of the various
aspects of motivational factors.
This study does not cover all the motivational factors contain in some
advance books or syllabuses.
LIMITATION
It is necessary to mention some
of the limitation of this research work. The chief limitation is the difficulty
in obtaining relevant information. The polytechnic library has related books on
the subject of the study.
The method at collected data created problem, since the researchers has
to interviewing the workers as a result of their tight working schedule.
Subsequent to this problem is the combination of academic work with the study.
Not withstanding, in the highlighted limitation above, it is hoped that
this research will be useful to the organization studies and other similar
organization that may want to achieve high performance through motivation of
the employees.
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