THE IMPACT OF MOTIVATIONAL FACTORS ON EMPLOYEE’S PERFORMANCE

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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.

TABLE OF CONTENTS

CHAPTER ONE

1.0    Introduction          –         –         –         –         –         –         –         1

1.1          Statement of General Problem       –         –         –         –         4

1.2          Objective of the Essay           –         –         –         –         –         5

1.3          Significance of the Essay      –         –         –         –         –         7

1.4          Scope and Limitation of the Essay           –         –         –         8

CHAPTER TWO

2.O    Literature Review          –         –         –         –         –         –         11

2.1          Definition    –         –         –         –         –         –         –         –         12

2.2          Ways of Motivating Employees       –         –         –         –         13

2.3          Factors of Motivation    –         –         –         –         –         –         16

2.4          Theories of Motivation –         –         –         –         –         –         18

2.5          Maslow’s Hierarchy of Needs Theory      –         –         –         20

2.6          Herzberg two Factors Theory of Motivation       –         –         22

2.7          Dorglas Mcgregor’s Theory X and Theory Y     –         –         24

2.8          The Expectancy Theory         –         –         –         –         –         26

2.9          Reinforcement Theory –         –         –         –         –         –         28

2.10     Effect of Motivation on Employees performance         –         30

CHAPTER THREE

3.0            Summary, Conclusion and Recommendation –         –         37

3.1     Summary    –         –         –         –         –         –         –         –         37

3.2          Conclusion –         –         –         –         –         –         –         –         38

3.3          Recommendation          –         –         –         –         –         –         39

Reference  –         –         –         –         –         –         –         –         41

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…

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THE ROLE OF PERSONNEL MANAGEMENT IN ENHANCING INDUSTRIAL HARMONY.

(A CASE STUDY OF COTTON MILLS ONITSHA)

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ABSTRACT

This project study exposes the reader to what personnel management is all about the various tools involve in the management of personnel management.

This work also expose the reader to what keeps personnel management satisfied and also enhances the industrial harmony in the cotton mills Onitsha.

Various method were employee in collecting data for the study which involved personnel interview and questionnaire

Different type of management tolls were also examined commuters were interviewed with the data collected presentation and analyzing were done and finally summary were give and conclusion was draw

TABLE OF CONTENTS

CHAPTER ONE

INTRODUCTION

1.0     General background of the study

1.1          Problem associated with the study

1.2          The importance of the study

1.3          Scope of the study

1.4     Definition of some important terms

1.4          Reference

CHAPTER TWO

2.0     LITERATURE REVIEW

2.1          Origin and factory of the study area

• School of though with in the subject area
• The different school of though relevant to the problem of study
• Method of studying the problem associated with the study
• Summary
• Reference

CHAPTER THREE

3.0     CONCLUSION

• Data collection
• Analysis of data/ findings
• Tabulation of data
• Recommendation

CHAPTER ONE

 INTRODUCTION

1.0     GENERAL BACKGROUND OF THE STUDY

The purpose of undertaking this project is to look into how personnel management enhances industrial harmony with special reference to cotton mills limited Onitsha.  Also it is utmost important to and identity the problems militating against workers effective performance it is hoped however , that it mill from a useful handbook for the management of general cotton mills limited particularly the personnel management whose duty is to enhance the industrial harmony of the company.

Before analyzing the area to be covered in this project it is worth explaining some keywords like personnel management;

The dictionary meaning of personnel is body of persons engaged in some public service or in the offices.  Also a personnel manager is the one employed to dead with relationship between individual employee their relationship problems grievance etc.

Personnel management is therefore the management of human resources and the optimum utilization of  manpower  to achieve the desired objective and this is regarded as a life wire of any organization.

Personnel management in the sense of managing people can said to be part of the role every person who is responsible for the work of others.

Furthermore personnel management deals with recruiting selecting placing training developing motivating pay and benefits enforcement relation with trade unions staff association safety and heath employment legislation etc

The creation of goods and service in our society is accomplished through effective work force.

It is pertinent to mention have that many organizations has lose down or retrench their worker due to not only lack of raw material and spare parts but to some extents dues to industrial arrest that are bound in such organization it is therefore necessary to curb or strongly minimize such a menace or hazards.

To do this investigations should be carried out or condition hence this project is undertaken.

It should be noted or remembered that since that attainment of organizations objectives is through the work of people and it is established that if people think and act differently conflicts and disharmony must exists.

The investigations is therefore aimed at highlighting the factor that affects and that could brings about disharmony in a department and to try and recommend remedies for it

Personnel management which is that departments in an organization that has the prime responsibility for the following:

1. Formulating proposing and gaining acceptance for the personnel polices and strategies of the organization.
2. Advising and guiding the organization management on the implantation of personnel policies and strategies
3. Proving personnel service for the organization to facilitate the recruitment motivation and developing of the sufficient and suitable employee at all levels.
4. Advising the organization managers of human consequence of change.

Again personnel management amongst all departments in an organization is regarded as one of the important department of which if not fund affects the running of the organization.  There are some other important works which are performed by the personnel managers which helps the organization in enhancing their industrial harmony which will help for the effectiveness of the workers and could also lead to improvement of their output.

• PROBLEMS ASSOCIATED WITH THE STUDY

There are many problems associated with this study and it could not be overemphasize.

In Nigeria today there are problems which face the personnel practitioners the first major problems is concerned with the delicate balance which a personnel manager must maintain between expatriate and their counterparts.  By virtue of culture difference between two group and the fact that expatriate  who belong to multinational organization have to be treated differently and apparently better with regards to conditions of service there is bound to be…

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THE IMPACT OF TOTAL QUALITY MANAGEMENT ON CORPORATE PRODUCTIVITY IN NIGERIAN BOTTLING COMPANY

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ABSTRACT

This research work topic is Impact of Total Quality Management on corporate productivity in Nigerian Bottling Company, Kaduna. This begin with a brief background of the study that introduce the subject matter, also statement of the problem is also highlighted which is the reason why the researcher undertook the study to exploit such problems and come up with solutions, the objective of the study is discuss to see how total quality is important in the organization, in chapter two which is aimed in discussing the main body of the study which is review of literature. It consists of quality, quality determinants, the benefit of total quality management to the organization, and the challenges of total quality management, the researcher also employs the use of research methodology to collect data fro m sample size of 80, in Nigerian Bottling Company, the research work adopt is survey method of research using questionnaire designed with likert rating scale to gather and analyzed the data. The data were presented, analyzed and tested in chapter four of the project in conclusion and recommended some ways to improve on quality in the organization.

 
TABLE OF CONTENTS
CHAPTER ONE: INTRODUCTION
1.1 Background of the Study 1
1.2 Statement of the Problem 3
1.3 Objectives of the Study 5
1.4 Significance of the Study 5
1.5 Research Questions 6
1.6 Scope of the Study 7
1.7 Limitation of the Study 7
1.8 Definition of Terms 8

 
CHAPTER TWO: LITERATURE REVIEW
2.1 Introduction 10
2.2 Quality 10
2.3 Quality Determinants 12
2.4 Total Quality Management 14
2.5 Principles of Total Quality Management 18
2.6 Circumstances of Total Quality Management 20
2.7 Benefit of Total Quality Management 21
2.8 Application of Total Quality Management 22
2.9 Challenges of Implementing Total Quality Management 25
2.10 Quality Management System Audit/Review 27
2.11 Tools and Techniques for Quality Improvement 28
2.12 Chapter Summary 31

 
CHAPTER THREE: METHODOLOGY
3.1 Introduction 32
3.2 Research Design 33
3.3 Area of Study 33
3.4 Population of the Study 33
3.5 Sample Size and Sampling Technique 34
3.6 Instrument of Data Collection 34
3.7 Validation of the Instrument 35
3.8 Reliability of Instrument 35
3.9 Method of Data Collection 35
3.10 Method of Data Analysis 36

CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS
4.1 Introduction 37
4.2 Characteristics of Respondents 38
4.3 Data Presentation and Analysis 39
4.4 Summary of Findings 48
4.5 Discussion of Findings 51
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 Summary 53
5.2 Conclusion 54
5.3 Recommendations 55
Bibliography 58
Appendix I

 
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
Total quality management can be defined as a strategy for improving business performance through the commitment of all employees to fully satisfying agreed customer requirements at the lowest cost through the continuous improvement of products and services, business processes and the people involved.

Deleforge (2000) also pointed out that total quality management is concerned with the management of all aspects of quality services provided to the customer. This includes quality of goods delivery price of services, quality of promotion and merchandising. The importance quality to an organization cannot be overemphasized because of it attribute to the fact that quality determines to a large extent, productivity, customer satisfaction, profit and other key performance element to an organization.

Total Quality Management (TQM) is one of the approaches used to enforce quality in the system and process of and organization as a concept, it sees the participation of all and sundry. Organization in the pursuit of quality so as to ensure customer satisfaction and organizational and societal benefit. The rationale behind the total quality management (TQM) concept is that, since a major objective of most corporate organizations (especially the profit concerns) is to gain and maintain competitive advantage every key elements that has a direct bearing on the achievements of that goal is to be accorded priority attention, among these elements is a quality as it is central to the organization’s competitiveness.

The concept of TQM view that, to achieve and sustain competitive advantage. A firm has to be at the best (optimum productivity) and on the other hand, the expectation of customers has to be met or satisfied. For the reasons quality which is true fundamental element in the productivity index assessment has therefore become and remain a business of all within the firm as it has direct linkages to both productivity and customers satisfaction problem surrounding the status of a company’s competitiveness cannot be in connected with it product performance that how well a product deliver to expectation, largely determines how competitive the company become.

1.2 Statement of the Problems
The continued effort of firm to grow and improve their performance, both internally and in the market place is constantly being challenged by a number of fundamental issues, for firm to perform credibly important key elements of its internally processes has to be looked into in relation to its market role and relevance, crucial among these basic is the subject of quality.

Quality represent a key component of the productivity index and even so the external performance or position of the firm in the market place.
The problems or challenges associated to quality for a firm…

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