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IMPACT OF
MOTIVATION ON ORGANIZATIONAL PRODUCTIVITY: A CASE STUDY OF NIGERIA BOTTLING
COMPANY
ABSTRACT
This study
examined the impact of motivation on organizational productivity. A case study
of Nigeria Bottling Company Plc. (Coca-Cola). This study was carried out among
the employees of the organization’s plant located in Benin City, the capital of
Edo State. A total of 130 sample was drawn from the population. Research
questions were raised based on the research objectives. The chi square
statistical test was used to test the various hypotheses formulated in the
study. The result showed that supervision will motivate workers to better
performance. It was also found that workers perception on what obtained in his
organization will motivate him to greater productivity. By and large,
motivational strategies especially those that involved monetary rewards have
greater impact on performance and organizational productivity. Thus, it is
important for organization to encourage and improve on the motivational factors
in companies in order to get optimum productivity from the workers.
CHAPTER ONE
INTRODUCTION
1.1
BACKGROUND TO THE STUDY
Although,
there is general agreement among psychologists that man experiences a variety
of needs, there is considerable disagreement as to what these needs are and
their relative importance (Van Rooyen, J.
2006).
One of the
basic problems in any organization is how to motivate people to work.
Motivating people to work entails, meeting their needs. This is because people
working in the organization to meet workers needs affect the satisfaction,
which the workers derive from their job.
The
satisfaction that the workers derive from their job can affect their motivation
to work. People are motivated by various factors at different times, according
to Wilkinson et al (2007) the first factor is the combination of the individual
perceptions of the expectations other people have of them, and their own
expectations of themselves. This happens because people come into work
situations with various expectations.
When they arrive at the work place, they meet other people who also have
expectations of them; positive individual and group expectations serve as
positive motivational factors for the worker. This is why a balance must be
struck as much as possible between organizational objectives and individual
aspirations (Sulcas, P. 2007). The
essence of this is to ensure a situation where the individual is motivated
while the organization is achieving established objectives.
The second
factor deals with the issue of self-images and concepts as well as life
experiences and personality.
These
factors have to be positively motivated in the worker to yield proactive
behaviour. This can be achieved through a carefully planned reward system,
which is a type of reinforcement directed at modifying people behaviour.
Those who
occupy management positions in organizations encourage behaviour basically
through the means of positive reinforcement. Positive reinforcement boosts
favourable consequences that go a long way to encourage the repetition of
particular behaviour (Adonisi, M. 2005).
It is
therefore important for the management to ensure that they motivate their
employees to achieve the set goals and objectives of the organization. The
management of an organization can motivate its employees if it’s able to study
the characteristics of the employee and know what actually motivate them to
productivity.
It is in
view of this that this study wants to look at motivation of employees as tool
for improving organizational productivity, by using the Nigeria Bottling
Company as a case study.
1.2 Statement of the Problem
Organization
exists for the purpose of rendering some services. For the organization to meet
its objectives, people are employed in the organization in order to help the
organization meet its objectives. Thus, in order to ensure that people employed
in the organization perform optimally towards the realization of organizational
goals, they need to be motivated to work.
Motivating
people to work entails meting their needs. There is a great controversy over
the issue of motivating people.
Some people
are of the view that such extrinsic factors like money, praise, and quality of
supervision and company’s policy can motivate people to work, while others are
of the view that such extrinsic factors like advancement quality of the job
done by person, recognition and growth can motivate workers to productivity.
It is in
view of these controversies that this study wants to look at the motivation of
employees in the organization by using Nigeria Bottling Company as a case
study; and in doing this, the following questions arise:
1.3 Research Questions
It is in
view of the above problems that the following questions arise:
What are the
factors that motivate employees to perform in an organization?
What are the
available techniques of motivating employees for higher productivity?
Do
motivation actually steer employees productive capacity?
What are the
problems militating against employees motivation, and
How can
these problems of employees’ motivation be addressed in order to improve
productivity in the organization?
1.4 Objectives of the Study.
This
research work hopes to achieve the following objectives:
To examine
the factors which motivate employees to perform in the organization
To look at
various techniques of motivating people to performance in the organization,
To ascertain
the effect of motivation on workers productivity.
To identify
the problems associated with the motivation of workers in the organization.
To suggest
the solutions to such problems, if any.
Finally, to
improve people’s knowledge in this area of organizational behaviour.
1.5 Research Hypotheses
The
following hypotheses will be tested in this study:
Ho: The
quality of supervision will not motivate workers productivity.
Hi: The
quality of supervision will motivate workers productivity.
Ho: A
worker’s perception of what obtained in his organizational will not motivate
him to greater productivity.
Hi: A
worker’s perception of what obtained in his organizational will motivate him to
greater productivity.
Ho: A
worker’s perception of organizational appraisal policy will motivate him to
greater productivity.
Hi: A
worker’s perception of organizational appraisal policy will not motivate him to
greater productivity.
Ho: The
worker’s satisfaction with its fringe benefits will not motivate him to greater
productivity.
Hi: The
worker’s satisfaction with its fringe benefits will motivate him to greater
productivity.
1.6 Significance of the Study
This study
will educate the management of the organization (especially the organization
under study, Nigeria bottling company) on how to motivate their workers to
productivity.
The findings
of this study will generate people’s interest in researching into other areas
of motivation in the organization will enrich the literature on motivation as a
phenomenon.
Finally, the
study hopes to enrich people’s knowledge in this area of organizational
behaviour and management of people in the organization.
1.7 Scope of the Study
This study
is on impact of motivation on organizational productivity. The study will also
covers the various techniques of motivation and theories of motivation as they
impact on employees productivity in an organization. The study will cover a
period of ten (10) years of organizational performance.
1.8 Limitation of Study
The study is
limited to the employees’ motivational factors, and its effect of organizational
productivity. The study does not consider other variables and as such is
limited to only those areas specified above. Also, it does not cover all
sectors of the Nigerian economy. The Power Holding Company of Nigeria is only
one area of the economy that is responsible for power generation and
distribution in Nigeria, and as such the study does not look into how these
motivational factors work or influence productivity across other sectors.
1.9 Organization of Study
For an
orderly presentation of this study, this research essay has been divided into
five (5) chapter; the first gives an introduction of the study, chapter two
focuses on literature review, chapter three talk about the methodology, chapter
four is the analysis and presentation of data for this study, and the last
chapter summarizes the study and gives useful recommendations.
1.10.
Operational Definition of Terms
The
following terms were defined as used in this study:
Productivity:
Is the ratio of output or production capacity of the workers in an
organization. It is the relationship between the amount of one or more inputs
and the amount of outputs from a clearly identified process.
Employees:are
the workers in an organization, working for the accomplishment of the
organizational goals. In this study, the employees are those staffs of the
organization, PHCN.
Motivation:
Motivation is a decision-making process, through which the individual chooses
the desired outcomes and sets in motion the behaviour appropriate to them”.
Adequate Motivation: These are factors (familiarity, concern and
driving force), which exist or are provided in a work situation either
physically or psychologically which determine the input and productivity level
of the worker.
Intimacy: Intimacy or Familiarity could be described as
the feeling of warmth and friendliness based on interpersonal relationship
among people.
Consideration:
Consideration or Concern refers to a situation where both their colleagues and
managers treat staffs with understanding. In this case, there is both a
personal and human touch in dealing with workers.
Morale:
Moral refers to staff emotional and mental level of zeal.
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