EFFECT OF MOTIVATION ON THE PRODUCTIVITY OF EMPLOYEES IN THE HIGHER INSTITUTION OF LEARNING

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EFFECT OF MOTIVATION ON THE PRODUCTIVITY OF EMPLOYEES IN THE HIGHER INSTITUTION OF LEARNING

(A case study of School of Business Studies Federal Polytechnic Nasarawa)

ABSTRACT

This project work explores the effect of motivation on the productivity of employees in the higher institution of learning. The study is to ascertain the motivational activities of Federal Polytechnic Nasarawa, the application of the motivational techniques by School of Business Studies Federal Polytechnic Nasarawa and to know the problems inhibiting the success of the employees’ motivation in the institution. The researcher used both primary and secondary source to collect data, questionnaire and personal interviews were used in getting some relevant data that can be of help during the course of the research. Chi-square method was adopted in analyzing the data collected, the researcher also present the data in a tabular form and test the hypothesis. The result of this study has shown that staff can be motivated to boast their productivity financially, through training and promotion, the institution provides staff welfare such as transportation and accommodation and motivation serves as a solution provider for some of the institutional problems such as low productivity. It was recommended that the institution should continuously embark on recruitment and training of staff in response to their needs and management of the institution should consider the employment of more female staff since naturally, it will serve as motivation for the male counterpart in interacting with opposite sex, producing social liveliness that also encourage efficiency and effectiveness in an institution.

CHAPTER ONE

INTRODUCTION

1.1     BACKGROUND OF THE STUDY

Motivation is concerned with why people do what they do. It answers such questions as why do managers or workers go to work and do a good job. This tries to explain what motivates people to act the way they do, with primary focus on the work place. It is the primary task of the manager to create and maintain an environment in which employees can work efficiently to realize the objectives of the institution.

Employees differ not only in their ability to work but also in their will to do so (motivation). To motivate is to induce, persuade, stimulate, even compel, an employee to act in a manner which fulfills the objectives of an institution. The motivation of employees depends on the strength of their motives. Motives are needs, wants, drives, or impulses within the individual, and these determine human behaviour.

Motivation then is the process of:

• Arousing behaviour
• Sustaining behaviour in progress, and
• Channeling behaviour into a specific course of action.

Thus, motives (needs, desires) induce employees to act. Motivation, therefore, is the inner state that energies, channels, and sustains human behaviour.
Since it has been established that all behaviour except involving responses are goals directed, manager can apply motivational theories of management in their attempt to direct the job behaviour of employees towards the goal of their establishment.

Inyang (1995) defined productivity as the output and input ratio within a given time frame and with special attention to quality and the efficient use of resources. The National Productivity Centre in the information booklet defines productivity as doing the right things the right way, getting more output within less input, getting more output with the same input, punctuality and promptness, elimination of wastes in all forms, justifying your pay, improvement in all aspects of life, producing more and more of better quality. The summary of all definitions of productivity is the balance between all factors of production that will give the greatest returns for the smallest efforts.

1.2     STATEMENT OF THE PROBLEM

Workers leave institution due to the fact that they are not motivated enough. Some are not willing to leave because they are enjoying some benefit in terms of promotion which leads to increase in salaries and wages, bonuses and some other incentives.

Institution must improve the work performance, productivity, skills and ability of its employees. This study seeks to fashion out how to motivate workers to achieving higher productivity.

1.3     OBJECTIVES OF THE STUDY

The study is to ascertain the motivational activities of School of Business Studies Federal Polytechnic Nasarawa

1. To ascertain the application of the motivational techniques by Federal Polytechnic Nasarawa.
2. To know the problem inhibiting the success of the employees’ motivation in School of Business Studies Federal Polytechnic Nasarawa.
3. To know the response of the employees to motivational techniques adopted by School of Business Studies Federal Polytechnic Nasarawa.
4. To provide solutions and recommendations where necessary on the best and effective motivational techniques used in School of Business Studies Federal Polytechnic Nasarawa.

1.4     SIGNIFICANCE OF THE STUDY

The significance of this study cannot be over-emphasized. It will be based on the examination of the motivation practice in Federal Polytechnic Nasarawa, and to know the extent to which it is being carried out, the effects on the workers, the institution and the country at large. More so, to acquaint the various managers and different categories of employees to the need to embrace motivation which will go a long way in achieving higher productivity.

Besides, those students in the field of administration will find it educative, interesting and challenging in that, the various activities and techniques of motivation are revealed and logically analyzed.

Lastly, this project will be of value to those who may want to carry out similar research in the nearest future.

1.5     RESEARCH QUESTIONS

Some of the research questions are:

1. To what extent does the personnel policy implemented by School of Business Studies Federal Polytechnic Nasarawa affect your productivity?
2. How often does School of Business Studies Federal Polytechnic Nasarawa embark on staff training and development?
3. Does School of Business Studies Federal Polytechnic Nasarawa clearly/respect staff union position of its employees?
4. Are there differences in the way staff and workers are treated in School of Business Studies Federal Polytechnic Nasarawa?
5. Is joint consultation practiced positively, as a method of obtaining employees views on problems and proposed charges before final decisions are taken?

1.6     RESEARCH HYPOTHESES

The research hypotheses are:

Hypothesis I:

H_O (Null Hypothesis): The more effective motivation, the less morale of employees.

H_I (Alternative Hypothesis): The more motivation, the more morale of employees.

Hypothesis II:

H_O (Null Hypothesis): Adoption of motivational techniques will automatically decrease the workers’ productivity.

H_I (Alternative Hypothesis): Adoption of motivational techniques will automatically increase the workers’ productivity.

1.7     SCOPE AND LIMITATIONS OF THE STUDY

This project covers the aspect of motivation in persuading, stimulating and compelling an employee to act in a manner which fulfills the objectives of the organization.

One cannot but say that data collection is the most tedious of writing the project.

Another limitation is that the researcher being a student who has to read other courses as well as to take normal lectures during the period of the research may be limited by time given for the study being too short.

Lastly, the fund constraint in carrying out this research project, the cost of getting materials and information as well as their adequacies will also constitute the limitation of the study.

1.8     DEFINITION OF 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.

Leadership: Is a process of using non-coercive influence to direct and coordinate the activities of group members towards goals’ accomplishment.

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 wellbeing e.g. medical services and insurance protection.
REFERENCES

Ajayi Nelson (1991): Managerial Planning and Control, Ibadan: U.I. Press Limited.

Akintunde, A.D. (2005): How to Motivate Workers to Achieve Higher Productivity, Unpublished ND Business Studies Polytechnic Ibadan, Oyo State.

Donely Gibson (1984): Fundamental of Management Plan, New York: Texas Business Company.

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