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MOTIVATION AS A
MANAGEMENT TOOLS FOR INCREASING THE PRODUCTIVITY OF WORKERS
CHAPTER ONE
INTRODUCTION
1.1 GENERAL BACKGROUND
OF THE STUDY
Over some years ago, psychologist, manager and the student of
management have given increase attention to the need for human motivation at
the work place. They found this concept
useful to both explaining human behaviour, particularly in work situation to
increase the productivity of workers.
The purpose
of motivation is to optimize one’s performance and to attain a standard of
excellence in any endeavour manager in all types of organisation are
continually faced with the problem of vast difference that exist in the
formance or output of individual workers some employees also perform at high
level and need little or no supervision and appear to enjoy what they are
doing, other employees perform only at marginal level and required constant
attention and direction and are often absent from their duty posts. The reason
for the difference performance are varied and complex, involving the nature of
the job, the behaviour of the manager and the characteristics of the workers. The big question is, how can the manager
maintain the high performance of the first group and also increase that of
those producing marginally, when it comes to those highly productive on the
job, to performing with little or no direction and to being a real contribution
to the organization. What can only usually say is the cause? Does money count first i.e. the desire to
draw bigger pay pocket? Is threat the
principal factor? Or is it the sheer
enjoyment of being part of the busy co-operative – professional team that makes
some employees perform high? It has been
recently shown that this variation is caused by the motives of workers, whether
the employee or manager are high or low in achievement motivation make a real
difference in the effectiveness of financial incentive.
Several studies have shown that offering additional financial
reward for doing a task does not make a strongly achievement oriented person to
work harder or better. A group of
aggressive achievement minded salesmen would certainly be angry if their extra
effort were not recognized with much greater financial reward. Yet offering them bonus is not what produce
the extra effort, this may seen like a psychological distinction without a
difference, but the interpretation of the bonus plan genuinely effect
performances.
People with relatively low achievement motivation, on the
other hand, will work harder for increased financial rewards, however, does the
money got by doing it interest them primarily as a major of
accomplishment? Rather, it has other
values for them.
This work therefore will attempt to probe into the
motivational tools employed by the management of Enugu State transport company
limited to motivate it employees. The
finding will help to evaluate the problem and prospect of the organisation in
the area of motivation and to suggest ways of improvement.
Enugu State transport company limited is a big company and
also a strategic one because of the place of transportation in any economy.
The government invested a huge amount of money to set up
ENTRACO and therefore, expected reforms from the investment that is why it is a
profit – oriented organization. It is
only through effective performance of the employees that returns from the
investment can be achieved. This is why
it is necessary to know how they are being motivated to work and achieve their
organisation’s objectives.
1.2 PROBLEMS
ASSOCIATED WITH THE ORGANISATION
Enugu State Transport Company Limited (ENTRACO) came into
existence to alleviate the transport problem facing the people of the state.
The then Anambra State Government attempted to tackle the
situation and that give birth to the Transport Company of Anambra State
(TRACAS) launched in 1988. This was with
the intention to provide cheap, reliable and efficient transport service to the
people. But with the state creation
exercise by the then head of state Gen. Ibrahim Babangida, the Enugu State came
into existence, the assets and liabilities of TRACAS were then shared between
the two state i.e Anambra and Enugu and with it, came the birth of Enugu State
Transport Company Limited on the 10th of October 1991.
In October, 1996, more state were created under the head of
state, Gen. Sani Abacha, Ebonyi State were created out of Enugu State which led
to the sharing of Entraco’s Assets again between Ebonyi and Enugu State.
After that, ENTRACO inherited 17 operational buses. As at 1997 ENTACO’S staff strength fell to
120. The same year 1997 ENTRACO made a
loss of eleven million naira, right now, ENTRACO does not have more than 7
(seven) cars both luxurious and some cars.
Infact, the Enugu State Government has made serious plan so
that the company might go back to its former position.
ENTRACO now few depots located in different towns of Enugu,
Anambra and other state of the federation with its head quarter located along
Enugu – Abakaliki express road, Emene Enugu its major routes are:
Enugu - Abuja
Enugu - Port Harcourt
Enugu - Abakaliki
Enugu - Udi/Oji River
Enugu - Nsukka
1.2
STATEMENT OF PROBLEM
In a workplace individual employees have different aims and
aspirations, for instance, some would prefer to work very hard and yet be
satisfied at least for working hard, some employee aims might be just to
contribute to the job, others might have aims of showing appearance in the
office and would not like to be usefully engaged, still some would prefer
working for short periods hence their aims would be to reduce the time they
spend in the workplace to a minimum level.
When duties and authority of jobs are carefully described, then it would
appear that accountability and responsibility could be determined.
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