THE IMPACT OF MOTIVATION ON WORKERS PERFORMANCE IN PRIVATE SECTORS

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THE IMPACT OF MOTIVATION ON WORKERS PERFORMANCE IN PRIVATE SECTORS

(A CASE STUDY OF DANGOTE GROUP OF COMPANIES)

ABSTRACT

This research work tends to examine “The impact of motivation on workers performance on the private sector (A case study of Dangote groups of Companies). To this end the project is divided into five chapters. Chapter once introduce the topic to highlight the background of the study, importance and objectives of this study, state the problem of the study, its significance, made hypothesis   and delineate the scope and limitation of the study. Chapter two deals with the background of the case study, concept of the motivation, forms of reward systems, organizational theories, job evaluation and pay, highlight the effect wages and salaries, incentives/remuneration, and fringe benefits. It also gives a review effective motivation and management. Chapter three discusses the design of the study, research population, sample size and techniques, sources of data collection and research instrument used. It also shows the method data analysis and the distribution and collection of questionnaire. Chapter four treats data presentation and analysis, testing of hypothesis and summary of finding. Finally chapter five consider some facts and finally ends with the summary, conclusion, recommendation. Also appropriate recommendations were made as to how to address the “The impact of motivation on workers performance on the private sector using Dangote groups of companies as a case study. This is an intellectual work and like all other intellectual work did not draw a final conclusion. 

CHAPTER ONE

INTRODUCTION

1.1     BACKGROUND OF THE STUDY

Almost all organizations irrespective of size have an objective to accomplish within a given period of time. The achievements of these objectives depend largely on the caliber of employees at its disposal. It is imperative for organization to employ the appropriate and highly qualified human resources with corresponding motivational incentives in order to achieve its objectives.

Many business managers today are not aware of the effects that motivation can (and does not) have on their business and its therefore important they learn and understand the factors that determine positive motivation in the work place. The size of your business is irrelevant, whether you are trying to get the best out of fifty off your staff or just one, everyone needs some form of motivation.

Motivation is something that is approached differently by different business and responsibilities of its integration lies with all immediate supervision of staff. However, it is the business owner who must initiate motivation as a strategy to attain job satisfaction.

This research considers the impact of motivation on works of Dangote Group of Companies and the problems associated with the system being used. It is designed to throw more light on the fact that lack of adequate motivation affects productivity, changes in behaviours and employees development.

Motivation is an act of desire, drive or appeal to achieve a particular goal; it may be physiological or psychological. Motivation is a set of attitude and values that predispose a person to act in a specific goal directed name. it is an invisible inner state that energizes human goal which can be divided into two components; firstly, the direction of behaviour (working to attain a goal) and secondly, the strength of the behaviour (how hard or strong an individual will work).

According to the Kedonistic theory of motivation, seeking pleasure and avoiding pains over the basic motives underlying human behaviour. Instance theory suggests that motivation is greatly influenced by physiological inheritance while continue theory argued that motivation is the result of working national choices through the exercise of free will.

Maslow needs (motive) as occurring on several levels, as placed in pyramidal form maintained that the need at the bottom must be satisfied before an individual will progress to the largest level. Physiological motives can be seen in terms of the body effect to maintain take homeostatic internal balance. The existence of need generate a drive to seek out an objective that will satisfy the need. Among the various psychological motives that have been studied, are the drive for curiosity and explanation including the need for attention and interpersonal relationship.

According to Allport (1940), motives sometimes continue to exist well after their original purpose has disappeared. He described such motives as one hidden form one motivated by unconscious motives. All managerial activities described on human reactions, communication, planning, decision-making, direction and motivation etc. must be in place in order to have staff willing to market the required contribution. The ability of managers and supervisors to inspire their subordinate will depend on the degree of motivational policy of the top management.

This is not only because attitudes of top management are usually repeated throughout lower level but also lay the personnel policies decided at the top and also determine the extent to which lower managers can improve relationships with their staff.

1.2     STATEMENT OF PROBLEM

In order to find solutions to undisturbed productivity and reduced workers apathy to work both in the public and private sector, the system of motivation will be examined with the view of highlighting its problem as follows:

1. Lack of adequate motivation could cause apathy to work?
2. Inadequate training and development leads to poor productivity of the workers.
3. Managements policy, is it human centered or production centered.

1.3     OBJECTIVES OF THE STUDY

          The objective of the study in this research work is to

1. Examine the motivational policy of Dangote group of companies.
2. Assess the impact it has on workers performance.
3. Assess the means of motivating workers.
4. The extent of motivational policy in Dangote group of companies.
5. To know if motivated workers perform better than those not motivated.

1.4     SIGNIFICANCE OF THE STUDY

The significance of the study is to expose the secret behind the strides recorded in the few years of operation of Dangote group of companies in the country. The study is aimed at looking at motivation as a catalyst for achieving organizational cooperate objectives. Among the various physiological motives that have been studied are the drive for curiosity and explanation including the need for affection and inter-personal too.

1.5     RESEARCH QUESTION

i.        What is the motivational policy of Dangote group of companies?

ii.       What is the impact of motivation on workers performance?

iii.      What are the means of motivating workers?

iv.      What is the extent of motivation policy in Dangote group of companies?

v.       Do motivated workers perform more than does not motivated?

1.6     RESEARCH HYPOTHESIS

H_o:    Effective motivation will lead to increase in workers performance in Dangote group of companies.

H_i:     Effective motivation will not lead to increase in workers performance in Dangote group of companies

H_o:    Promotion is an adequate means of motivating employees in Dangote group of companies.

H_i:     Promotion is not an adequate means of motivating employees in Dangote group of companies.

1.7     SCOPE OF THE STUDY

Because of the nature of the topic “a case study of Dangote group of companies” the scope was limited to the management staff of the organization whether it is human centered or productivity centered. The information gathered was through personal industries, questionnaires and workers hand-book.

1.8     LIMITATION OF THE STUDY

These are always two sides to a coin, the head and the tail, known as undertaken within a setback. In the course of this work the researcher encountered some difficulties. A work of these magnitude demands more time to effect on the past research in order to come out with a viable and acceptable work.

Among other problems encountered were the attitudes of people interviewed. Despite that, the researcher revealed that information sighted was for academic purpose, they remained indifferent. Limited literature on the subject matter was another limitation, and from available ones, motivation of workers to enhance productivity in an organization was not elaborately discussed. The researcher had to put the available ones together with relevant magazines, newspapers, internet plus the financial review of Dangote group of companies.

1.9     DEFINITION OF RELEVANT TERMS

Motivation: This is the process of arousing behaviour, sustaining behaviour in progress, and channeling behaviour into a specific course of action.
Management: This is the process of getting things done through people. It involves planning, organizing, staff, directing, coordinating and controlling both human and material resources for the purpose of achieving a set goal.
Responsibility: This is the subordinate’s obligation to perform a duty which has been assigned to him.

Manager: Is one who performs the functions of management (planning, organizing, staffing, etc.) and occupiers a formal position in an organization.
Organization: This has to do with determination and provision of capital, material, equipment and personnel that may be required in an enterprise in order to achieve the set goals.

Organizational Structure: This is the established pattern of relationships among the components of the organization.

Organizational Chart: It is a diagram that shows the arrangement, positions and interrelationship of various component parts of company.
Employee: This is a person who is paid to work for an organization or business enterprise.

Behaviour: Is the manner that someone, an animal, a plant etc. do things in a particular way.

Department: Any of the division or unit of a government, business, school or college and so on.

Employees’ Services: This is the maintaining of the general welfare of employees on the job and assisting with problems related to their security and personal welbeing e.g. medical services and insurance protection.

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